BOARD POLICIES
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100 - EDUCATIONAL PHILOSOPHY
100 - EDUCATIONAL PHILOSOPHY Jen@iowaschool… Thu, 07/01/2021 - 13:09100 - Legal Status of the School District
100 - Legal Status of the School DistrictLEGAL STATUS OF THE SCHOOL DISTRICT
Code No. 100
Iowa law authorizes the creation of a Common Schools System. As part of this Common Schools System, this school district is a school corporation created and organized under Iowa law. This school district is known as the Edgewood-Colesburg Community School District.
This school corporation is located in Delaware County, and its affairs are conducted by elected school officials, the Edgewood-Colesburg Community School District Board of Directors. This school corporation has exclusive jurisdiction over school matters in the territory of the school district.
Legal Reference: Iowa Code §§ 274.1, .2, .6, .7; 278.1 (9); 279.8; 594A (2011).
Cross Reference: 200 Legal Status of the Board of Directors
Adopted: 06/17/2002
Reviewed: 02/20/2023
101 - Educational Philosophy of the School District
101 - Educational Philosophy of the School DistrictEDUCATIONAL PHILOSOPHY OF THE SCHOOL DISTRICT
Code No. 101
As a school corporation of Iowa, the Edgewood-Colesburg Community School District, acting through its board of directors, is dedicated to promoting an equal opportunity for a quality public education to its students. The board’s ability may be limited by the school district’s ability and willingness to furnish financial support in cooperation with student’s parents and school district community. The board is also dedicated to providing the opportunity to develop a healthy social, intellectual, emotional, and physical self-concept in a learning environment that provides guidance to and encourages critical thinking in the students for a lifetime.
The board endeavors, through the dedication of the school district’s resources, to encourage students, who come to the school district from a variety of backgrounds, to look forward to the time when they will have jobs, homes, families, places in the school district community, and attain recognition as individuals. In order to achieve this goal, the board will seek qualified employees dedicated to development of their professional skills for the betterment of the education program and for the expertise for educational productivity.
Instruction and curriculum are the key elements of a public education. Critical thinking and problem solving skills that will assist the students’ preparation for life is instructed as part of a sequentially coordinated curriculum. The school district strives to prepare students for employment, to discover and nurture creative talent and to prepare them to meet and cope with social change in an atmosphere conducive to learning.
The support and involvement of the home and the school district community are essential to achieve educational excellence in the school district. The school district strives to maintain an active relationship with the home and the school district community to create within the students an awareness of dignity and worth of the individual, civic responsibility and respect for authority.
Legal Reference: Iowa Code §§ 256.11, .11A (2011).
Cross Reference: 102 Equal Educational Opportunity
- Long-Range Needs Assessment
- Board of Directors’ Management procedures
- Goals and Objectives of the Education Program
- 2 Curriculum Development
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 02/20/2023
102 - Equal Educational Opportunity
102 - Equal Educational OpportunityCode No. 102
EQUAL EDUCATIONAL OPPORTUNITY
It is the policy of the Edgewood-Colesburg Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact:
Karla Trenkamp
403 W Union St.
Edgewood, IA 52042
563-8928-6412
In accordance with Title IX of the Education Amendments Act of 1972, the Edgewood-Colesburg Community School District prohibits sex discrimination, including sexual harassment as defined by the regulations implementing Title IX (34 C.F.R. § 106.30), against any individual participating in any education program or activity of the District. This prohibition on discrimination applies to students, employees, and applicants for employment. The Board authorizes the Superintendent to adopt procedures for any individual to report sex discrimination or sexual harassment, and for the investigation and resolution of such complaints.
Any individual with questions about the District’s Title IX policy and procedures, or who would like to make a report or file a formal complaint of sex discrimination or sexual harassment may contact the District’s designated Title Coordinator, Melissa Connor at 403 West Union St., Edgewood, Iowa, by email at mconner@edge-cole.k12.ia.us , or by phone at (563) 928-6411. A report may also be filed with deputy coordinators:
Karla Trenkamp, ktrenkamp@edge-cole.k12.ia.us , (563) 856-2415, 403 West Union St., Edgewood, Iowa.
Trevor Heying, theying@edge-cole.k12.ia.us, (563) 856-2415, 409 East St, Colesburg, Iowa.
Retaliation against a person who made a report or complaint of sexual harassment, assisted, or participated in any manner in an investigation or resolution of a sexual harassment report or complaint is strictly prohibited. Retaliation includes threats, coercion, discrimination, intimidation, reprisals, and/or adverse actions related to employment or education. Any individual who believed they have been retaliated against in violation of this Policy should immediately contact the District’s Title IX Coordinator.
The board requires all persons, agencies, vendors, contractors and other persons and organizations doing business with or performing services for the school district to subscribe to all applicable federal and state laws, executive orders, rules and regulations pertaining to contract compliance and equal opportunity.
Legal Reference: 20 U.S.C. §§ 1221 et seq.
20 U.S.C. §§ 1681 et seq.
20 U.S.C. §§ 1701 et seq.
29 U.S.C. § 206 et seq.
29 U.S.C. § 794
42 U.S.C. §§ 2000d and 2000e.
42 U.S.C. §§ 12101 et seq.
34 C.F.R. Pt. 100.
34 C.F.R. Pt. 104.
Iowa Code §§ 216.6; 216.9; 256.11; 280.3.
281 I.A.C. 12.
Cross Reference: 101 Educational Philosophy of the School District
401.1 Equal Employment Opportunity
500 Objectives for Equal Educational Opportunities for Students
506.1 Student Records
Adopted: 06/17/2002
Revised: 09/11/2023
Reviewed: 09/11/2023
102.E1 - Annual Notice of Nondiscrimination
102.E1 - Annual Notice of NondiscriminationCode No. 102.E1
ANNUAL NOTICE OF NONDISCRIMINATION
The Edgewood-Colesburg High School offers career and technical programs in the following areas of study:
Agriculture, Food and Natural Resources
Applied Sciences, Technology, Engineering and Manufacturing
Business, Finance, Marketing and Management
Health Sciences
Human Services
It is the policy of the Edgewood-Colesburg Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact Karla Trenkamp, 403 W Union St. Edgewood; (563) 928-6412; ktrenkamp@edge-cole.k12.ia.us .
Adopted: 11/19/2007
Revised: 09/11/2023
Reviewed: 09/11/2023
102.E2 - Continuous Notice of Nondiscrimination
102.E2 - Continuous Notice of NondiscriminationIt is the policy of the Edgewood-Colesburg Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact:
(Title) |
Karla Trenkamp, District Equity Coordinator |
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(where located) |
Ed-Co Secondary, 403 West Union St., Edgewood, IA 52042 |
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(telephone number) |
Phone: 563-928-6412 E-mail: ktrenkamp@edge-cole.k12.ia.us |
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Adopted: 11/19/2007
Revised: 09/11/2023
Reviewed: 09/11/2023
102.E3 - Notice of Section 504 Student and Parental Rights
102.E3 - Notice of Section 504 Student and Parental RightsThe Edgewood-Colesburg does not discriminate in its educational programs and activities on the basis of a student's disability. It has been determined that your child has a qualifying disability for which accommodations may need to be made to meet his or her individual needs as adequately as the needs of other students. As a parent, you have the right to the following:
- Participation of your child in school district programs and activities, including extracurricular programs and activities, to the maximum extent appropriate, free of discrimination based upon the student's disability and at the same level as students without disabilities;
- Receipt of free educational services to the extent they are provided students without disabilities:
- Receipt of information about your child and your child's educational programs and activities in your native language;
- Notice of identification of your child as having a qualifying disability for which accommodations may need to be made and notice prior to evaluation and placement of your child and right to periodically request a re-evaluation of your child;
- Inspect and review your child's educational records including a right to copy those records for a reasonable fee; you also have a right to ask the school district to amend your child's educational records if you feel the information in the records is misleading or inaccurate; should the school district refuse to amend the records, you have a right to a hearing and to place an explanatory letter in your child's file explaining why you feel the records are misleading or inaccurate; and
- Hearing before an impartial hearing officer if you disagree with your child's evaluation or placement; you have a right to counsel at the hearing and have the decision of the impartial hearing officer reviewed.
It is the policy of the Edgewood-Colesburg Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact:
(Title) |
Karla Trenkamp, District Equity Coordinator |
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(where located) |
Ed-Co Secondary, 403 West Union St., Edgewood, IA 52042 |
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(telephone number) |
Phone: 563-928-6412 E-mail: ktrenkamp@edge-cole.k12.ia.us |
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Adopted: 11/19/2007
Revised: 09/11/2023
Reviewed: 09/11/2023
102.E4 - Discrimination Complaint Form
102.E4 - Discrimination Complaint Form
Date of complaint: |
_____________________________________________________ |
Name of Complainant: |
_____________________________________________________ |
Are you filling out this form for yourself or someone else (please identify the individual if you are submitting on behalf of someone else): |
_____________________________________________________ _____________________________________________________ |
Who or what entity do you believe discriminated against, harassed, or bullied you (or someone else)? |
_____________________________________________________ |
Date and place of alleged incident(s): |
_____________________________________________________ _____________________________________________________ _____________________________________________________ |
Names of any witnesses (if any): |
_____________________________________________________ |
Nature of discrimination, harassment, or bullying alleged (check all that apply):
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Age |
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Physical Attribute |
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Sex |
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Disability |
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Physical/Mental Ability |
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Sexual Orientation |
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Familial Status |
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Political Belief |
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Socio-economic Background |
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Gender Identity |
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Political Party Preference |
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Other – Please Specify: |
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Marital Status |
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Race/Color |
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National Origin/Ethnic Background/Ancestry |
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Religion/Creed |
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In the space below, please describe what happened and why you believe that you or someone else has been discriminated against, harassed, or bullied. Please be as specific as possible and attach additional pages if necessary.
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature: _____________________________________ Date: ___________________________
Adopted: 11/19/2007
Revised: 01/09/2017
Reviewed: 02/20/2023
102.E5 - Witness Disclosure Form
102.E5 - Witness Disclosure Form
Name of Witness: |
_____________________________________________________ |
Date of interview: |
_____________________________________________________ |
Date of initial complaint: |
_____________________________________________________ |
Name of Complainant (include whether the Complainant is a student or employee): |
_____________________________________________________ _____________________________________________________ |
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Date and place of alleged incident(s): |
_____________________________________________________ _____________________________________________________ _____________________________________________________ |
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Nature of discrimination, harassment, or bullying alleged (check all that apply):
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Age |
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Physical Attribute |
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Sex |
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Disability |
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Physical/Mental Ability |
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Sexual Orientation |
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Familial Status |
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Political Belief |
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Socio-economic Background |
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Gender Identity |
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Political Party Preference |
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Other – Please Specify: |
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Marital Status |
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Race/Color |
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National Origin/Ethnic Background/Ancestry |
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Religion/Creed |
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Description of incident witnessed: _________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Additional information: _________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature: _____________________________________ Date: ______________________
Adopted: 11/19/2007
Revised: 01/09/2017
Reviewed: 02/20/2023
102.E6 - Disposition of Complaint Form
102.E6 - Disposition of Complaint Form
Date: |
_____________________________________________________ |
Date of initial complaint: |
_____________________________________________________ |
Name of Complainant (include whether the Complainant is a student or employee): |
_____________________________________________________ _____________________________________________________ |
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Date and place of alleged incident(s): |
_____________________________________________________ _____________________________________________________ _____________________________________________________ |
Name of Respondent (include whether the Respondent is a student or employee): |
_____________________________________________________ _____________________________________________________ |
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Nature of discrimination, harassment, or bullying alleged (check all that apply):
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Age |
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Physical Attribute |
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Sex |
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Disability |
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Physical/Mental Ability |
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Sexual Orientation |
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Familial Status |
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Political Belief |
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Socio-economic Background |
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Gender Identity |
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Political Party Preference |
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Other – Please Specify: |
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Marital Status |
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Race/Color |
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National Origin/Ethnic Background/Ancestry |
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Religion/Creed |
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Summary of Investigation: _______________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature: _____________________________________ Date: _________________________
Adopted: 07/16/2007
Revised: 01/09/2017
Reviewed: 02/20/2023
102.R1 - Grievance Procedure
102.R1 - Grievance ProcedureIt is the policy of the Edgewood-Colesburg Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact Karla Trenkamp, 409 East Street, Colesburg; (563) 856-2415; ktrenkamp@edge-cole.k12.ia.us .
Students, parents of students, employees, and applicants for employment in the school district have the right to file a formal complaint alleging discrimination. The district has policies and procedures in place to identify and investigate complaints alleging discrimination. If appropriate, the district will take steps to prevent the recurrence of discrimination and to correct its discriminatory effects on the Complainant and others.
A Complainant may attempt to resolve the problem informally by discussing the matter with a building principal or a direct supervisor. However, the Complainant has the right to end the informal process at any time and pursue the formal grievance procedures outlined below. Use of the informal or formal grievance procedure is not a prerequisite to the pursuit of other remedies. Please note that informal processes and procedures are not to be used in certain circumstances (e.g., sexual harassment and sexual assault).
Filing a Complaint
A Complainant who wishes to avail himself/herself of this grievance procedure may do so by filing a complaint with the equity coordinator(s). An alternate will be designated in the event it is claimed that the equity coordinator or superintendent committed the alleged discrimination or some other conflict of interest exists. Complaints shall be filed within 180 days of the event giving rise to the complaint or from the date the Complainant could reasonably become aware of such occurrence. The Complainant will state the nature of the complaint and the remedy requested. The equity coordinator(s) shall assist the Complainant as needed.
Investigation
Within 15 working days, the equity coordinator will begin the investigation of the complaint or appoint a qualified person to undertake the investigation (hereinafter “equity coordinator”). If the Complainant is under 18 years of age, the equity coordinator shall notify his or her parent(s)/guardian(s) that they may attend investigatory meetings in which the Complainant is involved. The complaint and identity of the Complainant, Respondent, or witnesses will only be disclosed as reasonably necessary in connection with the investigation or as required by law or policy. The investigation may include, but is not limited to the following:
- A request for the Complainant to provide a written statement regarding the nature of the complaint;
- A request for the individual named in the complaint to provide a written statement;
- A request for witnesses identified during the course of the investigation to provide a written statement;
- Interviews of the Complainant, Respondent, or witnesses;
- An opportunity to present witnesses or other relevant information; and
- Review and collection of documentation or information deemed relevant to the investigation.
Within 60 working days, the equity coordinator shall complete the investigation and issue a report with respect to the findings.
The equity coordinator shall notify the Complainant and Respondent of the decision within 5 working days of completing the written report. Notification shall be by U.S. mail, first class.
Decision and Appeal
The complaint is closed after the equity coordinator has issued the report, unless within 10 working days after receiving the decision, either party appeals the decision to the superintendent by making a written request detailing why he/she believes the decision should be reconsidered. The equity coordinator shall promptly forward all materials relative to the complaint and appeal to the superintendent. Within 30 working days, the superintendent shall affirm, reverse, amend the decision, or direct the equity coordinator to gather additional information. The superintendent shall notify the Complainant, Respondent, and the equity coordinator of the decision within 5 working days of the decision. Notification shall be by U.S. mail, first class.
The decision of the superintendent shall be final.
The decision of the superintendent in no way prejudices a party from seeking redress through state or federal agencies as provided by in law.
This policy and procedures are to be used for complaints of discrimination, in lieu of any other general complaint policies or procedures that may be available.
If any of the stated timeframes cannot be met by the district, the district will notify the parties and pursue completion as promptly as possible.
Retaliation against any person, because the person has filed a complaint or assisted or participated in an investigation, is prohibited. Persons found to have engaged in retaliation shall be subject to discipline by appropriate measures.
Adopted: 11/19/2007
Revised: 01/09/2017
Reviewed: 02/20/2023
103 - Long-Range Needs Assessment
103 - Long-Range Needs AssessmentLong-range needs assessment enables the school district to analyze assessment data, get feedback from the community about its expectation of students and determines how well students are meeting student learning. The board will conduct ongoing and in-depth needs assessment, soliciting information from business, labor, industry, higher education and community members, regarding their expectations for adequate student preparation.
In conjunction with the in-depth needs assessment of the school district, the board will authorize the appointment of a committee, representing administrators, employees, parents, students and community members, to make recommendations and assist the board in determining the priorities of the school district in addition to the basic skills areas of the education program.
It is the responsibility of the superintendent to ensure the school district community is informed of students’ progress on state and locally determined indicators. The superintendent will report annually to the board about the means used to keep the community informed.
As a result of the board and committee’s work, the board will determine major educational needs and rank them in priority order; develop long-range goals and plans to meet the needs; establish and implement short-range and intermediate-range plans to meet the goals and to attain the desired levels of student performance; evaluate progress toward meeting the goals and maintain a record of progress under the plan that includes reports of student performance and results of school improvement projects; and annually report the school district’s progress made under the plan to the committee, community and Iowa Department of Education.
Legal Reference: Iowa Code §§ 21; 256.7; 280.12, .18 (2011).
281 I.A.C. 12.8(1)(b).
Cross Reference: 101 Educational Philosophy of the School District
200 Legal Status of the Board of Directors
208 Committees of the Board of Directors
603.1 Basic Instruction Program
801.1 Buildings and Sites Long Range Planning
801.2 Buildings and Sites Surveys
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 02/20/2023
103.R1 - Long-Range Needs Assessment Process
103.R1 - Long-Range Needs Assessment ProcessEdgewood-Colesburg will develop a process for long-range needs assessment including provisions for collecting, analyzing, and reporting assessment data on:
- Locally determined indicators;
- Locally established students learning goals;
- State indicators, and
- Other specific data required by State and Federal programs.
Adopted: 12/16/2002
Revised: 03/19/2012
Reviewed: 02/20/2023
104 - Anti-Bullying/Anti-Harassment Policy
104 - Anti-Bullying/Anti-Harassment PolicyCode No. 104
ANTI-BULLYING/ANTI-HARASSMENT POLICY
The Edgewood-Colesburg Community School District is committed to providing all students, employees, and volunteers with a safe and civil school environment in which all members of the school community are treated with dignity and respect. Bullying and/or harassing behavior can seriously disrupt the ability of school employees to maintain a safe and civil environment, and the ability of students to learn and succeed.
Bullying and/or harassment of or by students, employees, and volunteers is against federal, state, and local policy and is not tolerated by the board.
Accordingly, school employees, volunteers, and students shall not engage in bullying or harassing behavior while on school property, while on school-owned or school-operated vehicles, while attending or participating in school-sponsored or sanctioned activities, and while away from school grounds if the conduct materially interferes with the orderly operation of the educational environment or is likely to do so.
Complaints may be filed with the superintendent or superintendent’s designee pursuant to the regulation accompanying this policy. The superintendent is responsible for implementation of this policy and all accompanying procedures. Complaints will be investigated within a reasonable time frame. Within 24 hours of receiving a report that a student may have been the victim of conduct that constitutes bullying and/or harassment, the district will notify the parent or guardian of the student.
If as a result of viewing surveillance system data or based on a report from a school district employee, the district determines that a student has suffered bullying or harassment by another student enrolled in the district; a parent or guardian of the student may enroll the student in another attendance center within the district that offers classes at the student’s grade level, subject to the requirements and limitations established in Iowa law related to this topic.
A school employee, volunteer, or student, or a student’s parent or guardian who promptly, reasonably, and in good faith reports an incident of bullying or harassment, in compliance with the procedures in the regulation, to the appropriate school official designated by the school district, shall be immune from civil or criminal liability relating to such report and to participation in any administrative or judicial proceeding resulting from or relating to the report.
Retaliation Prohibited
Individuals who knowingly file false bullying or harassment complaints and any person who gives false statements in an investigation may be subject to discipline by appropriate measures.
Any student found to have violated or retaliated in violation of this policy shall be subject to measures up to, and including, suspension and expulsion. Any school employee found to have violated or retaliated in violation of this policy shall be subject to measures up to, and including, termination of employment. Any school volunteer found to have violated or retaliated in violation of this policy shall be subject to measures up to, and including, removal from service and exclusion from school grounds.
Definitions
For the purposes of this policy, the defined words shall have the following meaning:
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“Electronic” means any communication involving the transmission of information by wire, radio, optic cable, electromagnetic, or other similar means. “Electronic” includes but is not limited to
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communication via electronic mail, internet-based communications, pager service, cell phones, and electronic text messaging. “Harassment” and “bullying” mean any repeated or potentially repeated electronic, written, verbal, or physical act or other ongoing conduct toward an individual based on any trait or characteristic of the individual which creates an objectively hostile school environment that meets one or more of the following conditions:
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Places the individual in reasonable fear of harm to the individual’s person or property.
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Has a substantial detrimental effect on the individual’s physical or mental health.
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Has the effect of substantially interfering with the individual’s academic or career performance. Has the effect of substantially interfering with the individual’s ability to participate in or benefit from the services, activities, or privileges provided by a school.
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“Trait or characteristic of the individual” includes but is not limited to age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability or disability, ancestry, political party preference, political belief, socioeconomic status, or familial status.
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“Volunteer” means an individual who has regular, significant contact with students.
Publication of Policy
The board will annually publish this policy. The policy may be publicized by the following means:
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Inclusion in the student handbook,
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Inclusion in the employee handbook
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Inclusion in the registration materials
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Inclusion on the school or school district’s web site,
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(other) _______________________________________________________
Legal References: 20 U.S.C. §§ 1221-1234i.
29 U.S.C. § 794.
42 U.S.C. §§ 2000d-2000d-7.
42 U.S.C. §§ 12101 2et. seq.
Iowa Code §§ 216.9; 280.3, .28.
281 I.A.C. 12.3(6).
Morse v. Frederick, 551 U.S. 393 (2007)
Cross References: 102 Equal Educational Opportunity
502 Student Rights and Responsibilities
503 Student Discipline
506 Education Records
Approved: 07/16/2007
Reviewed: 08/15/2023
Revised: 08/15/2023
104.E1 - Anit-Bullying/Anti Harassment Complaint Form
104.E1 - Anit-Bullying/Anti Harassment Complaint Form
Date of complaint: |
_____________________________________________________ |
Name of Complainant: |
_____________________________________________________ |
Are you filling out this form for yourself or someone else (please identify the individual if you are submitting on behalf of someone else): |
_____________________________________________________ _____________________________________________________ |
Who or what entity do you believe discriminated against, harassed, or bullied you (or someone else)? |
_____________________________________________________ |
Date and place of alleged incident(s): |
_____________________________________________________ _____________________________________________________ _____________________________________________________ |
Names of any witnesses (if any): |
_____________________________________________________ |
Nature of discrimination, harassment, or bullying alleged (check all that apply):
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Age |
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Physical Attribute |
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Sex |
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Disability |
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Physical/Mental Ability |
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Sexual Orientation |
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Familial Status |
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Political Belief |
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Socio-economic Background |
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Gender Identity |
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Political Party Preference |
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Other – Please Specify: |
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Marital Status |
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Race/Color |
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National Origin/Ethnic Background/Ancestry |
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Religion/Creed |
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In the space below, please describe what happened and why you believe that you or someone else has been discriminated against, harassed, or bullied. Please be as specific as possible and attach additional pages if necessary.
_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature: _____________________________________ Date: __________________________
Revised: 01/09/2017
Reviewed: 02/20/2023
104.E2 - Witness Disclosure Form
104.E2 - Witness Disclosure Form
Name of Witness: |
_____________________________________________________ |
Date of interview: |
_____________________________________________________ |
Date of initial complaint: |
_____________________________________________________ |
Name of Complainant (include whether the Complainant is a student or employee): |
_____________________________________________________ _____________________________________________________ |
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Date and place of alleged incident(s): |
_____________________________________________________ _____________________________________________________ _____________________________________________________ |
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Nature of discrimination, harassment, or bullying alleged (check all that apply):
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Age |
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Physical Attribute |
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Sex |
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Disability |
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Physical/Mental Ability |
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Sexual Orientation |
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Familial Status |
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Political Belief |
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Socio-economic Background |
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Gender Identity |
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Political Party Preference |
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Other – Please Specify: |
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Marital Status |
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Race/Color |
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National Origin/Ethnic Background/Ancestry |
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Religion/Creed |
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Description of incident witnessed: _________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Additional information: _________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature: _____________________________________ Date: ________________________
Revised: 01/09/2017
Reviewed: 02/20/2023
104.E3 - Disposition of Complaint Form
104.E3 - Disposition of Complaint Form
Date: |
_____________________________________________________ |
Date of initial complaint: |
_____________________________________________________ |
Name of Complainant (include whether the Complainant is a student or employee): |
_____________________________________________________ _____________________________________________________ |
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Date and place of alleged incident(s): |
_____________________________________________________ _____________________________________________________ _____________________________________________________ |
Name of Respondent (include whether the Respondent is a student or employee): |
_____________________________________________________ _____________________________________________________ |
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Disability |
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Sexual Orientation |
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Political Belief |
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Gender Identity |
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Summary of Investigation: ___________________________________________________________________
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I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature: _____________________________________ Date: __________________________
Reviewed: 01/09/2017
Reviewed: 02/20/2023
104.R1 - Anti-Bullying/Anti-Harassment Investigation Procedures
104.R1 - Anti-Bullying/Anti-Harassment Investigation Procedures
Code No. 104.R1
ANTI-BULLYING/ANTI-HARASSMENT INVESTIGATION PROCEDURES
Filing a Complaint
An individual who believes that the individual has been harassed or bullied may file a complaint with the superintendent or superintendent’s designee. The complaint form is available at http://www.edge-cole.k12.ia.us/vimages/shared/vnews/stories/53d15581a8d5c/104.E3.pdf.
If the complainant is a school employee, after filing the complaint with the superintendent or superintendent’s designee, the employee may separately notify the parent or guardian of the student alleged to have been harassed or bullied.
An alternate investigator will be designated in the event it is claimed that the superintendent or superintendent’s designee committed the alleged bullying or harassment or some other conflict of interest exists. Complaints shall be filed within 180 days of the event giving rise to the complaint or from the date the Complainant could reasonably become aware of such occurrence. The Complainant will state the nature of the complaint and the remedy requested. The Complainant shall receive assistance as needed.
Investigation
The school district will promptly and reasonably investigate allegations of bullying or harassment upon receipt of a written complaint. The superintendent, building principal or counselor (hereinafter “Investigator”) will be responsible for handling all complaints alleging bullying or harassment.
The investigation may include, but is not limited to the following:
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Interviews with the Complainant and the individual named in the complaint (“Respondent”)
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A request for the Complainant to provide a written statement regarding the nature of the complaint;
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A request for the Respondent to provide a written statement;
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Interviews with witnesses identified during the course of the investigation;
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A request for witnesses identified during the course of the investigation to provide a written statement; and
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Review and collection of documentation or information deemed relevant to the investigation.
The Investigator shall consider the totality of circumstances presented in determining whether conduct objectively constitutes bullying or harassment as defined in Board policy. Upon completion of the investigation, the Investigator shall issue a report with respect to the findings, and provide a copy of the report to the appropriate building principal or Superintendent if the investigation involved the building principal
The complaint and identity of the Complainant, Respondent, or witnesses will only be disclosed as reasonably necessary in connection with the investigation or as required by law or policy. Similarly, evidence uncovered in the investigation shall be kept confidential to the extent reasonably possible.
Additional suggestions for administrative procedures regarding this policy include:
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Organizing training programs for students, school employees, and volunteers regarding how to recognize bullying and harassing behavior and what to do if this behavior is witnessed; and
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Developing a process for evaluating the effectiveness of this policy in reducing bullying and harassing behavior.
Decision
The investigator, building principal or superintendent, depending on the individuals involved, shall inform the Complainant and the accused about the outcome of the investigation. If, after an investigation, a student is found to be in violation of the policy, the student shall be disciplined by appropriate measures, which may include suspension and expulsion. If after an investigation a school employee is found to be in violation of this policy, the employee shall be disciplined by appropriate measures, which may include termination. If after an investigation a school volunteer is found to be in violation of this policy, the volunteer shall be subject to appropriate measures, which may include exclusion from school grounds.
Individuals who knowingly file false bullying and/or harassment complaints and any person who gives false statements in an investigation may be subject to discipline by appropriate measures, as shall any person who is found to have retaliated against another in violation of this policy. Any student found to have retaliated in violation of this policy shall be subject to measures up to, and including, suspension and expulsion. Any school employee found to have retaliated in violation of this policy shall be subject
to measures up to, and including, termination of employment. Any school volunteer found to have retaliated in violation of this policy shall be subject to measures up to, and including, exclusion from school grounds.
Adopted: 07/16/2007
Revised: 08/15/2023
Reviewed: 08/15/2023
105 - Assistance Animals
105 - Assistance Animals
ASSISTANCE ANIMALS
It is the policy of Edgewood Colesburg Community School District to foster an equal education environment for all students, employees and community members within the district. The purpose of this policy is to provide guidance to the district on the proper use of assistance animals while on district property. The district shall allow the use of qualified service animals to accompany individuals with disabilities in all areas of district buildings where the public is normally allowed to go. This can include classrooms, cafeteria and school buses. Individuals with disabilities are people who have a physical or mental impairment that substantially limits one or more major life activities. Service animals are dogs and in some instances miniature horses trained to do work or perform tasks for individuals with disabilities.
Service animals must be current on all required vaccinations. Service animals also must be under control while on district grounds. The animal may be under control by either the individual with a disability, or a handler of the service animal. Under control means harnessed, leashed or tethered, unless these devices interfere with the animal’s work, in which case under voice or other directive control.
Miniature Horses as Service Animals
Miniature horses shall be allowed as service animals within the district whenever it is reasonable to allow them. Factors to consider when determining reasonableness include: whether the miniature horse is house broken; whether the miniature horse is under the owner’s control; whether the facility can accommodate the miniature horse’s type, size and weight; and whether the miniature horse’s presence will not compromise legitimate safety requirements necessary for safe operation of the facility.
Establishing the Need for a Service Animal
When no prior notice is given to the district of the use of a service animal, the Superintendent and/or school administrators are permitted to ask the following questions:
“Do you need/require this animal because of a disability?”
If the animal’s trained tasks are not readily apparent, the administrator may ask:
“What work or task has the animal been trained to perform?”
Service Animals in Training
Assuming the handler and animal are otherwise allowed, individuals who train service animals will also be allowed access with their service animal in training to public areas of district buildings and property. The service animal in training is expected to abide by the same requirements as a service animal.
Exclusion of Service Animals
In certain limited circumstances, it may be reasonable to exclude the use of a service animal from district property. The Superintendent is permitted to exclude service animals from district buildings and property in the following circumstances: The presence of the animal poses a direct threat to the health and safety of others; the owner or handler is unable to control the animal; the animal is not house broken; the presence of the animal significantly disrupts or interferes with the educational process; or the presence of the animal would require a fundamental alteration to the program. If a service animal is properly excluded from district property, the district shall provide the student served by the animal the opportunity to participate in the program, service or activity without having the service animal on district property.
Emotional Support Animals and Therapy Animals [Optional section as these animals are not commonly required to be accommodated]
Emotional support animals are medically prescribed to provide therapeutic benefit through dedicated companionship. Emotional support animals’ sole function is to provide emotional support or comfort.
Therapy animals are involved in an animal-assisted therapy program involving animals as a form of treatment.
Emotional support animals and therapy animals do not meet the definition of service animals. However, the district recognizes their value in our community. The superintendent shall evaluate the use of emotional support animals and therapy animals on a case-by-case basis. District employees may use therapy animals in the course of their regular duties only after receiving permission from the superintendent.
Student use of Emotional Support Animals and Therapy Animals
Factors the superintendent should consider in making the determination include but are not limited to:
- Whether the animal is housebroken
- Whether the animal has a current vaccination certificate
- Whether the animal has been recommended through an individual education plan (IEP) or a 504 plan as necessary for the student to receive free access to public education
- Whether the facility can accommodate the animal’s type size and weight, and
- Whether the animal’s presence will not compromise legitimate safety requirements necessary for safe operation of the facility
Employee use of Therapy Animals as part of Education Environment
Before permission to use therapy animals is granted, staff members must provide:
- Proof that the animal is certified to be a therapy animal;
- An explanation of how the animal will be used, including research supporting the use of therapy animals;
- A plan for how the staff member will provide for the care and control of the animal;
- A plan for how the staff member will accommodate students with allergies to the animal; and
- A current vaccination certificate for the animal.
Legal References: 29 U.S.C. §794
42 U.S.C. §12132
28 C.F.R. 35
Iowa Code §216C
Cross References: 606.3 Animals in the Classroom
Approved: 9/17/2018
Reviewed: 02/20/2023
Revised:
106 - Discrimination and Harassment Based on Sex Prohibited
106 - Discrimination and Harassment Based on Sex ProhibitedIn accordance with Title IX of the Education Amendments Act of 1972, the Edgewood-Colesburg Community School District prohibits sex discrimination, including sexual harassment as defined by the regulations implementing Title IX (34 C.F.R. § 106.30), against any individual participating in any education program or activity of the District. This prohibition on discrimination applies to students, employees, and applicants for employment.
The Board authorizes the Superintendent to adopt procedures for any individual to report sexual harassment to the District’s Title IX Coordinator, for the provision of supportive measures to anyone who has been subjected to sexual harassment whether or not they proceed with a formal complaint under those procedures, and for the investigation and resolution of such complaints, as required by Title IX. This Title IX grievance process shall be used to respond to all complaints of sexual harassment that fall within the scope of Title IX. For complaints of sexual harassment that do not fall within the scope of Title IX, the District may still offer supportive measures to the subject of such conduct and shall apply any other policy or procedure applicable to the alleged conduct.
Any individual with questions about the District’s Title IX policy and procedures, or who would like to make a report or file a formal complaint of sex discrimination or sexual harassment may contact the District’s designated Title Coordinator, Melissa Connor at 403 West Union St., Edgewood, Iowa, by email at mconner@edge-cole.k12.ia.us , or by phone at (563) 928-6411. A report may also be filed with deputy coordinators: Karla Trenkamp, ktrenkamp@edge-cole.k12.ia.us , (563) 856-2415, 403 West Union St., Edgewood, Iowa or Morgan Giesemann, mgiesemann@edge-cole.k12.ia.us , (563) 928-6411, 403 West Union St., Edgewood, Iowa.
Retaliation against a person who made a report or complaint of sexual harassment, assisted, or participated in any manner in an investigation or resolution of a sexual harassment report or complaint is strictly prohibited. Retaliation includes threats, coercion, discrimination, intimidation, reprisals, and/or adverse actions related to employment or education. Any individual who believed they have been retaliated against in violation of this Policy should immediately contact the District’s Title IX Coordinator.
Legal References: 20 U.S.C. § 1681 et seq.
34 C.F.R. § 106 et seq.
Adopted: 11/19/2007
Revised: 10/19/2020
Reviewed: 02/20/2023
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200 - BOARD OF DIRECTORS
200 - BOARD OF DIRECTORS Jen@iowaschool… Thu, 07/01/2021 - 13:09200.1 - Organization of the Board of Directors
200.1 - Organization of the Board of DirectorsORGANIZATION OF THE BOARD OF DIRECTORS Code No. 200.1
The Edgewood-Colesburg Community School District board is authorized by and derives its organization from Iowa law. The board will consist of five board members. Board members are elected at large.
The board is organized for the purpose of setting policy and providing general direction for the school district. The board will hold its organizational meeting each year at the first regular meeting following the canvass of votes. The retiring board will transfer materials, including the board policy manual, and responsibility to the new board.
The organizational meeting allows the outgoing board to approve minutes of its previous meetings, complete unfinished business and review the school elections results. The retiring board will adjourn and the new board will then begin. The Board Secretary will administer the oath of office to the newly-elected board members. The Board Secretary will preside while the new board elects the president and vice-president of the new board.
Legal Reference: Iowa Code §§ 274.2; 275.23A; 277.23, .28, .31; 279.1, .5, .7, .8, .33.
281 I.A.C. 12.3(2).
Cross Reference: 202 Board of Directors Members
206.1 President
206.2 Vice-President
210 Board of Directors' Meetings
Adopted: 01/20/1983
Revised: 03/19/2012
Reviewed: 02/20/2023
200.1R1 - Organizational Meeting Procedures
200.1R1 - Organizational Meeting ProceduresThe board will hold its organizational meeting annually at the first regular meeting following the canvass of votes. Notice of the meeting’s place and time will be given by the board secretary to each member, member-elect and the public.
The purpose of the meeting is to transfer material and responsibility from the outgoing board to the new board. At the meeting, the board will elect a president who will hold office for one year. Once elected, the president will be entitled to vote on all matters before the board.
Meeting Procedure
The organizational meeting of the board will be held in two parts: the final meeting of the outgoing board, and the organizational meeting of the new board.
- Final Meeting of the Retiring Board
- Call to Order.
- Roll Call
- Approval of minutes of previous meeting(s).
- Communications.
- Visitors
- Unfinished Business
- Current claims and accounts (for the retiring board to authorize).
- Other items. If any member of the board feels the board should consider any unfinished business, even if only to identify it as unfinished business, the member should address the issue at this time.
- Review of election results. The board secretary will present the county auditor’s official report on the latest elections. Official results are recorded in the minutes.
- Adjournment of the retiring board.
- Organizational Meeting of the New Board
- Board Secretary, as president pro tem, will preside over the meeting until a new board president is elected.
- Call to Order.
- Roll Call
- Oath of office. The board secretary will administer the oath to new members.
- Election of a president of the board. The president pro tem calls for nominations. Nominations need not be seconded. The secretary will announce the result of the vote, and the secretary will administer the oath of office to the newly elected president and the newly elected president will assume the chair.
- Election of the vice-president. The president of the board will call for nominations; the nominations need not be seconded. The board will then vote on the nominations. The president will announce the results and administer the oath of office to the vice-president.
Other items of business at the organizational meeting may include:
- Board resolution of appreciation recognizing the public service rendered by retiring board members.
- Determination of dates, times, and places for regular meetings of the board.
- Board resolution to define the operating rules and practices that will be followed by the new board.
- Board resolution to authorize the interim payment of bills pursuant to policy 705.5.
- Communications.
- Visitors.
- Superintendent’s report
- Adjournment.
Vacancies in Officer Positions
If any office of the board should become vacant between organizational meetings, such office will be filled by the remaining members of the board in accordance with this policy.
Legal Reference: Iowa Code§§ 274.2; 275.23A; 277.23, .28, .31; 279.1, .5, .7, .8 (2011)
281 I.A.C. 12.3(2).
Cross Reference: 202 Board of Directors Members
206.1 President
206.2 Vice-President
210 Board of Directors’ Meetings
Adopted: 01/20/1983
Revised: 03/19/2012
Reviewed: 02/20/2023
200.2 - Powers of the Board of Directors
200.2 - Powers of the Board of DirectorsThe board of the Edgewood-Colesburg Community School District, acting on behalf of the school district, will have jurisdiction over school matters within the territory of the school district.
The board is empowered to make policy for its own governance, for employees, for students and for school district facilities. The board is also empowered to enforce its policies. The board may, through its quasi-judicial power, conduct hearings and rule on issues and disputes confronting the school district.
The board has these powers and all other powers expressly granted to it in federal and state law as well as the powers that can be reasonably implied from the express powers.
Legal Reference: Board of Directors of Ind. School Dist. Of Waterloo vs. Green.
259 Iowa 1260, 147 N.W. .2d, 854 (1967).
Iowa Code §§ 28E; 274.1,.2; 279.8 (2011).
281 I.A.C. 12.1 (2).
1990 Op. Att’y Gen. 66.
Cross Reference: 209 Board of Directors’ Management procedures
Adopted: 06/17/2002
Reviewed: 02/20/2023
200.3 - Responsibilities of the Board of Directors
200.3 - Responsibilities of the Board of DirectorsRESPONSIBILITIES OF THE BOARD OF DIRECTORS
Code No. 200.3
The board is authorized to govern the school district which it oversees. The board is entrusted with public funds and is responsible for overseeing the improvement of student outcomes, including student academic achievement and skill proficiency. As the governing board of the school district, the board has four duties to perform: legislative duty, executive duty, evaluative duty, and quasi-judicial duty.
As a representative of the citizens of the school district community, the board is responsible for legislating policy for the school district. As a policy making body, the board has jurisdiction to enact policy with the force and effect of law for the management and operation of the school district.
It is the responsibility of the board, under the board’s executive duty, to select its chief executive officer, the superintendent, to operate the school district on the board’s behalf. The board delegates to the superintendent its authority to carry out board policy, to formulate and carry out rules and regulations and to handle the administrative details in a manner which supports and is consistent with board policy.
The board has a responsibility to review the education program’s performance under its evaluative duty. The board regularly reviews the education program and ancillary services. The review includes a careful study and examination of the facts, conditions and circumstances surrounding the amount of funds received or expended and the education program’s ability to achieve the board’s educational philosophy and goals for the school district.
The board fulfills its quasi-judicial duties in serving as a neutral arbiter for hearings related to student suspension or expulsion proceedings and certain employment termination hearings and appeals. This important power was granted by the Iowa Legislature and cannot be delegated. To preserve the board’s neutrality to hear and decide upon these matters, the board does not investigate or become involved in student disciplinary matters or employment matters that may come before it and would require the board to serve in its quasi-judicial role.
Legal Reference: Iowa Code§§ 274.1; 280.12 (2011). 281 I.A.C. 12.3(2).
Cross Reference: 101 Educational Philosophy of the School District
- Long-Range Needs Assessment
- Board of Directors’ Management Procedures
- Goals and Objectives of the Education Program
Adopted: 01/20/1983
Revised: 10/18/2022
Reviewed: 02/20/2023
200.4-Board Member Social Media Engagement
200.4-Board Member Social Media EngagementBoard Member Social Media Engagement
Code No. 200.4
The board sees the value in promoting the excellent work and accomplishments of the district’s students and staff. Social media is one of many effective communication tools that the district may utilize. Board members have been publicly elected to govern the district and accept a fiduciary responsibility. That responsibility means board members agree to always act in the best interests of the district. For this reason, the board shall expect that individual communications and social media posts made by board members will reflect the values and decorum expected of elected officials in the school community.
All board members enjoy rights to freedom of speech under both the U.S. and Iowa Constitutions. As such, the district will not limit protected speech of any board members. Certain categories of speech are not protected and may be subject to regulation. Additionally, board members should be aware that protected speech can still subject individuals to legal liability. If using social media to discuss district related matters, board members should be aware that they may be prohibited from blocking individual communications and posters based upon the content of their posts.
The board as a whole and individual board members in their governance role have legal obligations to safeguard the privacy of information related to student and employee matters. Board members will refrain from posting or communicating on social media in a way that violates the district’s obligation to protect the privacy of its students and employees.
Board members are uniquely positioned in the school community to be both accessible and responsive to community concerns about the effective governance of the district. As a result, the board will remember their obligations to safeguard student and employee privacy when responding to any social media posts or communications, even if the response is intended to correct information for the rest of the school community. Board members will direct concerned individuals to the appropriate district staff to address their inquiry or complaint in accordance with board policy.
Legal Reference: U.S. Const. Amend. I
Iowa Const. Art. I, sec. 7
20 U.S.C. 1417(c)
34 C.F.R. 99.3
Iowa Code §§ 21; 22
Cross Reference: 200.03 Responsibilities of the Board
902.01 News Media Relations
Adopted: 06/19/2023
Reviewed:
Revised:
201 - Board of Directors' Elections
201 - Board of Directors' ElectionsThe school election takes place on the second Tuesday in September of odd-numbered years. Each school election is used to elect citizens to the board to maintain a five-member board and to address other questions that must be submitted to the voters.
Citizens of the school district community seeking a seat on the board must file their nomination papers with the board secretary, or the board secretary’s designee, between sixty-four and forty days before the school election unless otherwise directed.
If a vacancy occurs on the board it may be filled by appointment within 30 days of the vacancy. If the board does not fill the vacancy by appointment, the board secretary will call a special election to fill the vacancy. Candidates for a seat created by a vacancy must file their nomination papers 25 days before the special election.
It is the responsibility of the county commissioner of elections to conduct school elections.
Legal Reference: Iowa Code §§ 39; 45; 47-53; 56-57; 63; 69; 274.7; 277; 378.1; 279.7 (2011).
Cross Reference: 202 Board of Directors’ Members
203 Board of Directors’ Conflict of Interest
Adopted: 01/20/1983
Revised: 03/19/2012
Reviewed: 02/20/2023
202 - Board of Directors Members
202 - Board of Directors Members dawn.gibson.cm… Thu, 07/22/2021 - 12:27202.1 - Qualifications
202.1 - QualificationsServing on the board of directors is an honor and privilege. Its rewards are respect from the community, students, and employees and the satisfaction from knowing each board member willing to put forth the effort to care and to make a difference should consider running for a position on the board.
Individuals who are willing to serve on the board should believe public education is important, support the democratic process, willingly devote time and energy to board work, respect educators and have the ability to examine the facts and make a decision. The board believes an individual considering a position on the school board should possess these characteristics.
Citizens wanting to run for a position on the board must be a citizen of the school district, an eligible elector of the district and free from a financial conflict of interest with the position.
Legal Reference: Iowa Code§§ 63’ 68B; 277.4, .27; 279.7A (2011).
Cross Reference: 201 Board of Directors’ Elections
202.4 Vacancies
203 Board of Directors’ Conflict of Interest
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 02/20/2023
202.2 - Oath of Office
202.2 - Oath of OfficeBoard members are officials of the State. As a public official, each board member must pledge to uphold the Iowa and the United States Constitution and carry out the responsibilities of the office to the best of the board member’s ability.
Each newly elected board member will take the oath of office prior to any action taken as a school official. The oath of office is taken by each new board member elected at the annual school election at or before the organizational meeting of the board. In the event of an appointment or special election to fill a vacancy, the new board member will take the oath of office within ten days of the appointment or election.
Board members elected to offices of the board will also take the same oath of office but replacing the office of board member with the title of the office to which they were elected.
The oath of office is administered by the board secretary and does not need to be given at a board meeting. In the event the board secretary is absent, another board member administers the oath.
“Do you solemnly swear that you will support the Constitution of the United States and the Constitution of the State of Iowa, and that you will faithfully and impartially to the best of your ability discharge the duties of the office of ____________________(naming the office) in the Edgewood-Colesburg CSD as now and hereafter required by law?”
Legal Reference: Iowa Code §§ 277.28; 279.1; .6 (2011).
Cross Reference: 200.1 Organization of the Board of Directors
201 Board of Directors’ Elections’
202 Board of Directors’ Members
204 Code of Ethics
206 Board of Directors’ Officers
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 02/20/2023
202.3 - Term of Office
202.3 - Term of OfficeBoard members elected for a full term at a regularly scheduled school election in September of odd-numbered years serve for four (4) years. Board members appointed to fill a vacant position will serve until the next scheduled school election. A board member elected to fill a vacancy will serve out the unexpired term.
Being a board member is a unique opportunity for a citizen to participate on a governing board of the school district. Eligible board members are encouraged to consider running for more than one term.
Legal Reference: Iowa Code §§ 69.12; 274.7; 279.6-.7 (2011).
Cross Reference: 201 Board of Directors’ Elections
202 Board of Directors’ Members
Adopted: 01/20/1987
Revised: 03/19/2012
Reviewed: 02/20/2023
202.4 - Vacancies
202.4 - VacanciesA vacancy occurs when a board member resigns, forfeits or otherwise leaves the office. A vacancy also includes, but is not limited to, the following: failure to be properly elected, failure to qualify within the time fixed by law, failure to reside in the school district or director district, a court order.
If a vacancy occurs prior to the expiration of a term of office, the vacancy will be filled by board appointment within thirty (30) days of the vacancy. The newly appointed board member will hold the position until the next scheduled school election.
If the board is unable to fill a vacancy by appointment within thirty (30) days after the vacancy occurs, the board secretary will call a special election to be held no sooner than sixty (60) days and not later than seventy (70) days after the vacancy occurred. A board member elected at the special election will serve the remaining portion of the un-expired term.
Legal Reference: Good vs. Crouch, 397 N.W. 2d, 757 (Iowa 1989).
Board of Directors of Grimes Independent School District vs. County Board of Public instruction of Polk Co., 257 Iowa 106, 131 N.W. 2d 802 (1965).
910, 36 N.W. 2d 751 (1949).
Iowa Code §§ 21.6(3)(d); 69l 277.29-.30; 279.6,.7 (2011).
1944 Op. Att’y Gen. 39.
Cross Reference: 201 Board of Directors’ Elections
202 Board of Directors’ Members
Adopted: 01/20/1983
Revised: 03/19/2012
Reviewed: 02/20/2023
203 - Board of Directors’ Conflict of Interest
203 - Board of Directors’ Conflict of InterestBOARD OF DIRECTORS' CONFLICT OF INTEREST
Board members must be able to make decisions objectively. It is a conflict of interest for a board member to receive direct compensation from the school district, unless exempted in this policy, for anything other than reimbursement of actual and necessary expenses, including travel, incurred in the performance of official duties. A board member will not act as an agent for a school textbook or school supply company doing business with the school district during the board member's term of office. It will not be a conflict of interest for board members to receive compensation from the school district for contracts to purchase goods or services if the benefit to the board member does not exceed $20,000 in a fiscal year or if the contracts are made by the board, upon competitive bid in writing, publicly invited and opened.
The conflict of interest provisions do not apply to a contract that is a bond, note or other obligation of a school corporation if the contract is not acquired directly from the school corporation, but is acquired in a transaction with a third party, who may or may not be the original underwriter, purchaser, or obligee of the contract, or to a contract in which a director has an interest solely by reason of employment if the contract was made by competitive bid, in writing, publicly invited and opened, or if the remuneration for employment will not be directly affected as a result of the contract and duties of employment do not involve any of the preparation or procurement of any part of the contract. The competitive bid section of the conflict of interest provision does not apply to a contract for professional services not customarily competitively bid.
It will also be a conflict of interest for a board member to engage in any outside employment or activity which is in conflict with the board member's official duties and responsibilities. In determining whether outside employment or activity of a board member creates a conflict of interest, situations in which an unacceptable conflict of interest is deemed to exist includes, but are not limited to, any of the following
- The outside employment or activity involves the use of the school district's time, facilities, equipment and supplies or the use of the school district badge, uniform, business card or other evidence of office to give the board member or member of the board member's immediate family an advantage or pecuniary benefit that is not available to other similarly situated members or classes of members of the general public. For purposes of this section, a person is not "similarly situated" merely by being related to a board member
- The outside employment or activity involves the receipt of, promise of, or acceptance of money or other consideration by the board member or a member of the board member's immediate family from anyone other than the state or the school district for the performance of any act that the board member would be required or expected to perform as part of the board member's regular duties or during the hours in which the board member performs service or work for the school district.
- The outside employment or activity is subject to the official control, inspection, review, audit, or enforcement authority of the board member, during the performance of the board member's duties of office or employment.
If the outside employment or activity is employment or activity in (1) or (2) above, the board member must cease the employment of or activity. If the activity or employment falls under (3), then the board member must:
b. Cease the outside employment or activity; or
c. Publicly disclose the existence of the conflict and refrain from taking any official action or performing any official duty that would detrimentally affect or create a benefit for the outside employment or activity. Official action or official duty includes, but is not limited to, participating in any vote, taking affirmative action to influence any vote, or providing any other official service or thing that is not available generally to members of the public in order to further the interests of the outside employment or activity
When procurement is supported by Federal Child Nutrition funds, board members will not participate in the selection, award, or administration of a contract if there is a real or apparent conflict of interest in the contract. Contract, for purposes of this paragraph, includes a contract where the board member, board member’s immediate family, partner, or a non-school district employer of these individuals is a party to the contract.
It is the responsibility of each board member to be aware of and take the action necessary to eliminate a potential conflict of interest should it arise.
Legal Reference: 22 C.F.R. § 518.42.
Iowa Code §§ 68B; 71.1; 277.27; 279.7A; 301.28.
Cross Reference: 201 Board of Directors' Elections
202.1 Qualifications
204 Code of Ethics
216.3 Board of Directors' Member Compensation and Expenses
217 Gifts to Board of Directors
401.3 Nepotism
ADOPTED: 01/20/1983
REVISED: 10/18/2022
REVIEWED: 02/20/2023
204 - Code of Ethics
204 - Code of EthicsBoard members’ actions, verbal and nonverbal, reflect the attitude and the beliefs of the school district. Therefore, board members must conduct themselves professionally and in a manner fitting to their position.
Each board member shall follow the code of ethics stated in this policy.
AS A SCHOOL BOARD MEMBER:
- I will listen.
- I will respect the opinion of others.
- I will recognize the integrity of my predecessors and associates and the merit of their work.
- I will be motivated only by an earnest desire to serve my school district and the children of my school district community in the best possible way.
- I will not use the school district or any part of the school district program for my own personal advantage or for the advantage of my friends or supporters.
- I will vote for a closed session of the board if the situation requires it, but I will consider “star chamber” or “secret” sessions of board members unethical.
- I will recognize that to promise in advance of a meeting how I will vote on any proposition, which is to be considered is to close my mind and agree not to think through other facts and points of view, which may be presented in the meeting.
- I will expect, in board meetings, to spend more time on education programs and procedures than on business details.
- I will recognize that authority rests with the board in legal session and not with individual members of the board, except as authorized by law.
- I will make no disparaging remarks, in or out of the board meeting, about other members of the board or their opinions.
- I will express my honest and most thoughtful opinions frankly in board meetings in an effort to have decisions made for the best interests of the children and the education program.
- I will insist that the members of the board participate fully in board action and recommend that when special committees are appointed, they serve only in an investigative and advisory capacity.
- I will abide by majority decisions of the board.
- I will carefully consider petitions, resolutions and complaints and will act in the best interests of the school district.
- I will not discuss the confidential business of the board in my home, on the street or in my office; the place for such discussion is the board meeting.
- I will endeavor to keep informed on local, state and national educational developments of significance so I may become a better board member.
IN MEETING MY RESPONSIBILITY TO MY SCHOOL DISTRICT COMMUNITY
- I will consider myself a trustee of public education and will do my best to protect it, conserve it, and advance it, giving to the children of my school district community the educational facilities that are as complete and adequate as it is possible to provide.
- I will consider it an important responsibility of the board to interpret the aims, methods and attitudes of the school district to the community.
- I will earnestly try to interpret the needs and attitudes of the school district community and do my best to translate them into the education program of the school district.
- I will attempt to procure adequate financial support for the school district.
- I will represent the entire school district rather than individual’s electors, patrons or groups.
- I will not regard the school district facilities as my own private property but as the property of the people.
IN MY RELATIONSHIP WITH THE SUPERINTENDENT AND EMPLOYEES
- I will function, in meeting the legal responsibility that is mine, as a part of a legislative, policy-forming body, not as an administrative officer.
- I will recognize that it is my responsibility, together with that of my fellow board members, to see the school district is properly run and not to run them myself.
- I will expect the school district to be administered by the best-trained technical and professional people it is possible to procure within the financial resources of the school district.
- I will recognize the superintendent as executive officer of the board.
- I will work through the administrative employees of the board, not over or around them.
- I will expect the superintendent to keep the board adequately informed through oral and written reports.
- I will vote to employ employees only after the recommendation of the superintendent has been received.
- I will insist that contracts be equally binding on teachers and the board.
- I will give the superintendent power commensurate with the superintendent’s responsibility and will not in any way interfere with, or seek to undermine, the superintendent’s authority.
- I will give the superintendent friendly counsel and advice.
- I will present any personal criticism of employees to the superintendent.
- I will refer complaints to the proper administrative officer.
TO COOPERATE WITH OTHER SCHOOL BOARDS
- I will not employ a superintendent, principal or teacher who is already under contract with another school district without first securing assurance from the proper authority that the person can be released from contract.
- I will consider it unethical to pursue any procedure calculated to embarrass a neighboring board or its representatives.
- I will not recommend an employee for a position in another school district unless I would employ the employee under similar circumstances.
- I will answer all inquiries about the standing and ability of an employee to the best of my knowledge and judgment, with complete frankness.
- I will associate myself with board members of other school districts for the purpose of discussing school district issues and cooperating in the improvement of the education program.
Legal Reference: Iowa Code §§ 21.6(3)(d); 68B; 69; 277.28; 279.7A, 279.8, 301.28 (2011).
Cross Reference: 202 Board of Directors Members
203 Board of Directors’ Conflict of Interest
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 02/20/2023
205 - Board Member Liability
205 - Board Member LiabilityBoard members will not be held personally liable for actions taken in the performance of their duties and responsibilities vested in them by the laws of Iowa and the members of the school district community. In carrying out the duties and the responsibilities of their office, board members will act in good faith.
The school district will defend, save harmless and indemnify board members against tort claims or demands, whether groundless or otherwise, arising out of an alleged act or omission occurring within the scope of their official duties, unless it constitutes a willful or wanton act or omission. However, the school district will not save harmless or indemnify board members for punitive damages.
Legal Reference: Wood vs. Strickland, 420 U.S. 308 (1975).
42 U.S.C. §§ 1983, 1985 (2010).
Iowa Code chpt. 670 (2011).
Cross Reference: 709 Insurance Program
Adopted: 06/17/2002
Reviewed: 02/20/2023
206 - Board of Directors’ Officers
206 - Board of Directors’ Officers dawn.gibson.cm… Thu, 07/22/2021 - 12:11206.1 - President
206.1 - PresidentPRESIDENT
Code 206.1
It is the responsibility of the board president to lead a well-organized board in an efficient and effective manner. The board president will set the tone of the board meetings and, as the representative of the consensus of the board, speak on behalf of the board to the public.
The president of the board is elected to serve a one-year term by a majority vote at the organizational meeting in odd-numbered years, or, in even-numbered years, at a regular meeting held between twelve to thirteen months after the most recent organizational meeting.
The president, in addition to presiding at the board meetings, will take an active role in board decisions by discussing and voting on each motion before the board in the same manner as other board members. However, before making or seconding a motion, the board president will turn over control of the meeting to either the vice-president or other board member.
The board president has the authority to call special meetings of the board. Prior to board meetings, the board president will consult with the superintendent on the development of the agenda for the meeting.
The board president, as the chief officer of the school district, will sign employment contracts and sign contracts and school district warrants approve by the board and appear on behalf of the school corporation in causes of action involving the school district.
Legal Reference: Iowa Code §§ 279.1 - .2; 291.1 (2011).
Cross References: 200.1 Organization of the Board of Directors
-
- Oath of Office
-
- Vice-President
Adopted: 01/20/1983
Revised: 12/19/2022
Reviewed: 12/19/2022
206.2 - Vice-President
206.2 - Vice-PresidentVICE - PRESIDENT
Code 206.2
The vice-president of the board is elected by a majority vote at the organizational meeting in odd-numbered years, or, in even-numbered years, at a regular meeting held between twelve to thirteen months after the most recent organizational meeting, to serve a one-year term of office.
If the board president is unable or unwilling to carry out the duties required, it is the responsibility of the Vice-President of the board to carry out the duties of the president. If the president is unable or unwilling to complete the term of office, the vice-president will serve as president for the balance of the president’s term of office, and a new vice-president will be elected.
The vice-president will accept control of the meeting from the president when the president wishes to make or second a motion. The vice-president will take an active role in board decisions by discussing and voting on matters before the board in the same manner as other board members.
Legal Reference: Iowa Code §§ 279.5 (2011).
Cross References: 200.1 Organization of the Board of Directors
-
- Oath of Office
-
- President
Adopted: 01/20/1983
Revised: 12/19/2022
Reviewed: 12/19/2022
206.3 - Secretary
206.3 - SecretaryA board secretary may be appointed from employees, other than a position requiring a teaching certificate, or from the public. To finalize the appointment, the board secretary will take the oath of office during the meeting at which the individual was appointed or no later than ten days thereafter. It is the responsibility of the board to evaluate the board secretary annually.
It is the responsibility of the board secretary, as custodian of school district records, to preserve and maintain the records and documents pertaining to the business of the board; to keep complete minutes of special and regular board meetings, including closed sessions; to keep a record of the results of regular and special elections; to keep an accurate account of school funds; to sign warrants drawn on the school funds after board approval; and collect data on truant students. The board secretary will also be responsible for filing the required reports with the Iowa Department of Education.
In the event the board secretary is unable to fulfill the responsibilities set out by the board and the law, district administrative assistant will assume those duties until the board secretary is able to resume the responsibility or a new board secretary is appointed. The board secretary will give bond in an amount set by the board. The cost of the bond will be paid by the school district.
Legal Reference: Iowa Code §§ 64; 279.3, .5, .7, .32, .33, .35; 291.2-.4, .6-.8, .10-.11; 299.10, (2013).
281 I.A.C. 12.3(1).
Cross Reference: 202.2 Oath of Office
206.4 Treasurer
210.1 Annual Meeting
215 Board of Directors' Records
501.10 Truancy - Unexcused Absences
707.1 Secretary's Reports
708 Care, Maintenance and Disposal of School District Records
Adopted: 1/20/1983
Approved: 8/17/2015
Reviewed: 02/20/2023
Revised: 8/17/2015
206.4 - Treasurer
206.4 - TreasurerIt is the responsibility of the board to appoint a treasurer. The board may appoint a treasurer from its employees, other than a position requiring a teaching certificate, or from the public. To finalize the appointment, the treasurer will take the oath of office during the meeting at which the individual was appointed or no later than ten days thereafter.
It is the responsibility of the treasurer to oversee the investment portfolio, to receive funds of the school district, to pay out the funds for expenses approved by the board, to maintain accurate accounting records for each fund, to report monthly regarding the investment portfolio and the status of each fund and to file required reports with the appropriate state agencies and other entities. It will also be the responsibility of the treasurer to work with the secretary to coordinate the financial records, the financial reports, the cash flow needs and the investment portfolio of the school district.
If the treasurer is unable or unwilling to carry out the duties required, it is the responsibility of the secretary to carry out the duties of the treasurer.
The treasurer will give bond in an amount set by the board. The cost of the bond will be paid by the school district.
Legal Reference: Iowa Code §§ 12B.10; 12C; 279.3, .31-.33; 291.2-.4, .8, .11-.14 (2013).
281 I.A.C. 12.3(1).
1978 Op. Att'y Gen. 328.
Cross Reference: 202.2 Oath of Office
206.3 Secretary
210.1 Annual Meeting
215 Board of Directors' Records
704.3 Investments
707 Fiscal Reports
Approved: 8/17/2015
Reviewed: 02/20/2023
Revised: 8/17/2015
207 - Board of Directors' Legal Counsel
207 - Board of Directors' Legal CounselIt is the responsibility of the board to employ legal counsel to assist the board and the administration in carrying out their duties with respect to the numerous legal issues confronting the school district. The board may appoint legal counsel at its annual meeting.
The superintendent and board secretary will have the authority to contact the board's legal counsel on behalf of the board when the superintendent or board secretary believes it is necessary for the management of the school district. The board president may contact and seek advice from the school board's legal counsel. The board's legal counsel will attend both regular and special school board meetings upon the request of the board or the superintendent. Board members may contact legal counsel upon approval of a majority of the board. It is the responsibility of each board member to pay the legal fees, if any, of an attorney the board member consulted regarding matters of the school district unless the board has authorized the board member to consult an attorney on the matter.
It is the responsibility of the superintendent to keep the board informed of matters for which legal counsel was consulted, particularly if the legal services will involve unusual expense for the school district.
Legal Reference: Bishop v. Iowa State Board of Public Instruction, 395 N.W.2d 888 (Iowa 1986).
Iowa Code § 279.37 (2011).
Cross Reference: 200 Legal Status of the Board of Directors
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 02/20/2023
208 - Ad Hoc Committees
208 - Ad Hoc CommitteesWhenever the board deems it necessary, the board may appoint a committee composed of citizens, employees or students to assist the board. Committees formed by the board are ad hoc committees.
An ad hoc committee may be formed by board resolution, which will outline the duties and purpose of the committee. The committee is advisory in nature and has no duty or responsibility other than that specifically stated in the board resolution. The committee will automatically dissolve upon the delivery of its final recommendation to the board or upon completion of the duties outlined in the board resolution. The board will receive the report of the committee for consideration. The board retains the authority to make a final decision on the issue. The committee will be subject to the open meetings law if the committee is established by statute or if the committee makes policy recommendations and is established or approved by the board.
The method for selection of committee members will be stated in the board resolution. When possible, and when the necessary expertise required allows, the committee members will be representative of the school district community and will consider the various viewpoints on the issue. The board may designate a board member and the superintendent to serve on an ad hoc committee. The committee will select its own chairperson, unless the board designates otherwise.
Legal Reference: Iowa Code §§ 21; 279.8; 280.12(2) (2011).
281 I.A.C. 12.3(3), .3(8); .5(8).
O.A.G. Nov. 18, 1993
Cross Reference: 103 Long-Range Needs Assessment
211 Open Meetings
212 Closed Sessions
215 Board of Directors’ Records
605.1 Instructional Materials Selection
900 Principles and Objectives for Community Relations
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 02/20/2023
208.1E1 - Ad Hoc Committees Exhibit
208.1E1 - Ad Hoc Committees ExhibitAd Hoc Committee Purpose and Function
The specific purpose of each ad hoc committee varies. Generally, the primary function of an ad hoc committee is to give specific advice and suggestions. The advice and suggestions should focus on the purpose and duties stated in the board resolution establishing the committee. It is the board’s role to take action based on information received from the ad hoc committee and other sources. Ad hoc committees may be subject to the open meetings law.
Role of an Ad Hoc Committee Member
The primary role of an ad hoc committee member is to be a productive, positive member of the committee. In doing so, it is important to listen to and respect the opinions of others. When the ad hoc committee makes a recommendation to the board, it is important for the ad hoc committee members to support the majority decision of the ad hoc committee. An ad hoc committee will function best when its members work within the committee framework and bring items of business to the ad hoc committee.
Ad Hoc Committee Membership
The board may appoint ad hoc committee members. The board may request input from individuals or organizations, or it may seek volunteers to serve. Only the board or superintendent has the authority to appoint members to an ad hoc committee. Boards must follow the legal limitations or requirements regarding the membership of an ad hoc committee.
Adopted: 06/17/2002
Reviewed: 02/20/2023
209 - Board of Directors' Management Procedures
209 - Board of Directors' Management Procedures dawn.gibson.cm… Thu, 07/22/2021 - 10:43209.1 - Development of Policy
209.1 - Development of PolicyDEVELOPMENT OF POLICY
Code No. 209.1
The board has jurisdiction to legislate policy for the school district with the force and effect of law. Board policy provides the general direction as to what the board wishes to accomplish and why it wishes to accomplish it while allowing the superintendent to implement board policy.
The written policy statements contained in this manual provide guidelines and goals to the citizens, administration, employees and students in the school district community. The policy statements are the basis for the formulation of regulations by the administration. The board will determine the effectiveness of the policy statements by evaluating periodic reports from the administration.
A board member, administrator, employee, student or member of the school district community may propose policy statements. Proposed policy statements or ideas will be submitted to the superintendent’s office for possible placement on the board agenda. It is the responsibility of the superintendent to bring these proposals to the attention of the board.
Legal Reference: Iowa Code §§ 274.1 - .2; 279.8; 280.12
281 I.A.C. 12.3(2).
1970 Op. Att’y Gen. 287.
Cross Reference: 101 Educational Philosophy of the School District
- 200.2 Powers of the Board of Director
- 200.3 Responsibilities of the Board of Directors
209 Board or Directors’ Management Procedures
Adopted: 01/20/1983
209.2 - Adoption of Policy
209.2 - Adoption of PolicyADOPTION OF POLICY
Code No. 209.2
The board will give notice of proposed policy changes or adoption of new policies by placing the item on the agenda of two regular board meetings. The proposed policy changes will be distributed and public comment will be allowed at both meetings prior to final board action. This notice procedure will be required except for emergency situations. If the board adopts a policy in an emergency situation, a statement regarding the emergency and the need for immediate adoption of the policy will be included in the minutes. The board will have complete discretion to determine what constitutes an emergency situation.
The final action taken to adopt the proposed policy will be approved by a simple majority vote of the board at the next regular meeting after the meeting allowing public discussion. The policy will be effective on the later of the date of passage or the date stated in the motion.
In case of an emergency, a new or changed policy may be adopted by a majority vote of a quorum of the board. The emergency policy will expire at the close of the third regular meeting following the emergency action, unless the policy adoption procedure stated above is followed and the policy is reaffirmed.
Legal Reference: Iowa Code § 279.8 (2011)
281 I.A.C. 12.3(2).
1970 Op. Att’y Gen. 287.
Cross Reference: 200.2 Powers of the Board of Directors
200.3 Responsibilities of the Board of Directors
Adopted: 01/20/1983
Revised: 06/17/2002
209.3 - Dissemination of Policy
209.3 - Dissemination of PolicyDISSEMINATION OF POLICY
Code No. 209.3
A board policy manual is housed in each school attendance center and in the central administration office. Each board member will have a personal copy of the board policy manual. Persons wishing to review the board policy manual will contact the board secretary, who will have a board policy manual available for public inspection.
It is the responsibility of the board secretary to ensure copies of new and revised policy statements are distributed to the custodians of board policy manuals no later than the first regular board meeting following the policy’s adoption. Copies of changes in board policy will also be included in or attached to minutes of the meetings in which the final action was taken to adopt the new or changed policy.
It is the responsibility of each board member, during the board member’s term of office to keep the manual current and up-to-date and to surrender the manual to the board secretary at the conclusion of the board member’s term of office.
Legal Reference: Iowa Code §§ 277.31; 279.8 (2011)
281 I.A.C. 12.3(2).
Cross Reference: 200.3 Responsibilities of the Board of Directors
Adopted: 06/17/2002
209.4 - Suspension of Policy
209.4 - Suspension of PolicySUSPENSION OF POLICY
Code No. 209.4
Generally, the board will follow board policy and enforce it equitably. The board, and only the board, may, in extreme emergencies of a very unique nature, suspend policy. It is within the discretion of the board to determine when an extreme emergency of a very unique nature exists. Reasons for suspension of board policy will be documented in board minutes.
Legal Reference: Iowa Code § 279.8 (2011)
281 I.A.C. 12.3(2).
Cross Reference: 200.3 Responsibilities of the Board of Directors
Adopted: 06/17/2002
209.5 - Administration in the Absence of Policy
209.5 - Administration in the Absence of PolicyADMINISTRATION IN THE ABSENCE OF POLICY
Code No. 209.5
When there is no board policy in existence to provide guidance on a matter, the superintendent is authorized to act appropriately under the circumstances surrounding the situation keeping in mind the educational philosophy and financial condition of the school district.
It is the responsibility of the superintendent to inform the board of the situation and the action taken and to document the action taken. If needed, the superintendent will draft a proposed policy for the board to consider.
Legal Reference: Iowa Code § 279.8 (2011)
281 I.A.C. 12.3(2).
Cross Reference: 200.3 Responsibilities of the Board of Directors
- 302.4 Superintendent Duties
Adopted: 06/17/2002
Reviewed: 03/20/2023
209.6-Review & Revision of Policy
209.6-Review & Revision of PolicyREVIEW AND REVISION OF POLICY
Code No. 209.6
The board shall, at least once every five years, review board policy. Once the policy has been reviewed, even if no changes were made, a notation of the date of review is made on the face of the policy statement.
The board will review one-fifth of the policy manual annually.
It is the responsibility of the superintendent to keep the board informed as to legal changes at both the federal and state levels. The superintendent will also be responsible for bringing proposed policy statement revisions to the board’s attention.
If a policy is revised because of a legal change over which the board has no control or a change, which is minor, the policy may be approved at one meeting at the discretion of the board.
Legal Reference: Iowa Code § 279.8 (2011).
281 I.A.C. 12.3(2).
Cross Reference: 200.3 Responsibilities of the Board of Directors
Adopted: 06/17/2002
Reviewed: 03/20/2023
209.7-Review of Administrative Regulations
209.7-Review of Administrative RegulationsREVIEW OF ADMINISTRATIVE REGULATIONS
Code No. 209.7
Board policy sets the direction for the administration of the education program and school district operations. Some policies require administrative regulations for implementation.
It is the responsibility of the superintendent to develop administrative regulations to implement the board policies. The regulations, including handbooks, will be approved by the board prior to their use in the school district.
The administrative regulations will be available no later than the first regular board meeting after the adoption of the board policy unless the board directs otherwise.
Legal Reference: Iowa Code § 279.8, .20 (2011)
Cross Reference: 200.3 Responsibilities of the Board of Directors
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 03/20/2023
Adopted: 06/17/2002
Reviewed: 03/20/2023
210 - Board of Directors' Meetings
210 - Board of Directors' Meetings dawn.gibson.cm… Thu, 07/22/2021 - 11:35210.1 - Annual Meeting
210.1 - Annual MeetingANNUAL MEETING
Code No. 210.1
Each year after August 31 and prior to the organizational meeting of the board in
odd-numbered years, the board will hold its annual meeting.
At the annual meeting, the board will examine the financial books and settle the secretary’s and treasurer’s statements for the fiscal year ending the preceding June 30. As part of the annual reports, the treasurer will present affidavits from depository banks.
The board may also appoint the board’s legal counsel at the annual meeting.
Legal Reference: Iowa Code §§ 279.1, .3, .33 (2011)
Cross Reference: 206.3 Secretary
206.4 Treasurer
701.1 Depository of Funds
- 707.1 Secretary’s Reports
- 707.2 Treasurer’s Reports
Adopted: 01/20/1983
Revised: 03/19/2012
Reviewed: 03/20/2023
210.2 - Regular Meeting
210.2 - Regular MeetingREGULAR MEETING
Code No. 210.2
The board at its annual or organizational meeting will set the regular meeting time and date. The regular meetings of the board will be held on the 2nd Monday of each month.
Meetings will begin promptly at 6:00 p.m. The board will adhere to this meeting date unless the board requires additional meetings or, due to circumstances beyond the board’s control, the meeting cannot be held on the regular meeting will be given.
Meetings shall be held in the Board Room, Edgewood Center, unless otherwise designated by the Board.
March, September and December meetings will be held in Colesburg.
Legal Reference: Iowa Code §§ 21.3, .4, 279.1
1980 Io, Att’y Gen. 148
Cross Reference 200.1 Organization of the Board of Directors
200.1R1 Organizational Meeting Procedures
Adopted: 01/20/1983
Revised: 11/15/2020
Reviewed: 06/26/2023
210.3 - Special Meeting
210.3 - Special MeetingSPECIAL MEETING
Code No. 210.3
It may be necessary for the board to conduct a special meeting in addition to the regularly scheduled board meeting. Special meetings may be called by the president of the board or by the board secretary at the request of a majority of the board. Should a special meeting be called, public notice will be given.
If the special meeting called is an emergency meeting and the board cannot give public notice in its usual manner, the board will give public notice of the meeting as soon as practical and possible in the light of the situation. Emergency meetings will only be held when an issue cannot wait twenty-four hours necessary for a special meeting. The reason for the emergency meeting and why notice in its usual manner could not be given will be stated in the minutes.
Only the purpose or issue for which the special meeting was called by be discussed and decided in the special meeting. The board will strictly adhere to the agenda for the special meeting and action on other issues will be reserved for the next regular or special board meeting.
Legal Reference: Iowa Code §§ 21.3, .4, 279.2, (2011)
1980 Io, Att’y Gen. 148
Cross Reference 200.1 Organization of the Board of Directors
200.1R1 Organizational Meeting Procedures
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 03/20/2023
210.4- Work Sessions
210.4- Work SessionsWORK SESSIONS
Code No. 210.4
The board, as a decision making body, is confronted with a continuing flow of problems, issues and needs which require action. While the board is determined to expedite its business, it is also mindful of the importance of planning, brainstorming and thoughtful discussion without action. Therefore, the board may schedule work sessions and retreats in order to provide its members and the administration with such opportunities. The board has the authority to hire an outside facilitator to assist them in work sessions.
Topics for discussion and study will be announced publicly, and work sessions and retreats will be conducted in open session. However, no board action will take place at the work session.
Legal Reference: Iowa Code §§ 21, 279.8 (2011)
1982 Op. Att’y Gen. 162.
1980 Op, Att’y Gen. 167.
1976 Op. Att’y. Gen. 384, 514, 765.
1972 Op. Att’y Gen. 158.
1970 Op. Att’y. Gen. 287.
Cross Reference:
211 Open Meetings
Adopted: 06/17/2002
Reviewed: 03/20/2023
210.5 - Meeting Notice
210.5 - Meeting NoticeMEETING NOTICE
Code No. 210.5
Public notice will be given for meetings and work sessions held by the board. Public notice will indicate the time, place, date and tentative agenda of board meetings. The public notice will be posted in a prominent place clearly designated for posting agendas in the central administration office, and on an exterior facing door/window so that community members may see the agenda when the building is physically closed. The agenda will be posted at least seven days before it is scheduled, but, at the minimum, twenty-four hours notice needs to be given.
A copy of the public notice will be provided to those who have filed a request for notice with the secretary. These requests for notice must be in writing. A copy of the public notice will also be accessible to employees and students.
In the case of special meetings, public notice will be given in the same manner as for a regular meeting unless it is an emergency meeting. In that case, public notice of the meeting will be given as soon as practical and possible in the light of the situation. The media and others who have requested notice will be notified of the emergency meeting. Attendance at a special meeting or emergency meeting by the media or board members will constitute a waiver of notice.
It is the responsibility of the board secretary to give public notice of board meetings and work sessions.
Legal Reference: Dobrovolny vs. Reinhardt, 173 N.W. 2d 837 (Iowa 1970).
Iowa Code §§ 21.2 - .4; 279.1, .2.
Cross Reference: 210 Board of Director’s Meetings
210.8 Board of Director’s Meeting Agenda
Adopted: 06/19/2023
Revised:
Reviewed:
210.6 - Quorum
210.6 - QuorumQUORUM
Code No. 210.6
Action by the board regarding the affairs of the school district may be taken only when a quorum, a majority of the board members, is in attendance at the board meeting.
While board members are encouraged to attend board meetings, three (3) members will constitute a quorum and are a sufficient number to transact business of the school corporation. The adjournment of a meeting may be executed without a quorum.
An affirmative vote of a majority of the votes cast is sufficient to pass a motion or take action unless law or board policy requires a vote of a greater number.
It is the responsibility of each board member to attend board meetings.
Legal Reference: Iowa Code §§ 21.5(1); 279.4
Adopted: 01/20/1983
Revised: 03/19/2012
Reviewed: 03/20/2023
210.7 - Rules of Order
210.7 - Rules of OrderRULES OF ORDER
Code No. 210.7
An orderly board meeting allows the board members to participate in the discussion and decision process on an issue confronting the school district. Rules of order for board meetings allow school district business and the relative information concerning the business to be brought to the attention of the board. They also allow the board to discuss, act upon and make a clear record of school district business in a regular, ordered, reasonable and consistent manner.
The board will follow Robert's Rule of Order, Revised, latest edition as modified by this policy and subsequent rule.
The purpose of modified rules adopted by the board are:
· To establish guidelines by which the business of the governing board can be conducted in a regular and internally consistent manner;
· To organize the meetings so all necessary matters can be brought to the board and decisions of the board can be made in an orderly and reasonable manner;
· To ensure members of the board, concentrating on the substantive issues at hand, have the necessary information to make decisions, and to ensure adequate discussion of decisions to be made; and,
· To ensure meetings and actions of the board are conducted so as to be informative to the staff and the public, and to produce a clear record of actions taken and decisions made.
It is the responsibility of each board member to follow the rules of order stated in this policy at each meeting, and it is the responsibility of the presiding officer to conduct the board meeting within these rules.
Legal Reference: Iowa Code §§ 21.2, .7; 279.8
Cross Reference: 210.8 Board Meeting Agenda
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 03/20/2023
210.R1-Rules of Order Regulation
210.R1-Rules of Order RegulationRULES OF ORDER-Regulation
Code No. 210.7R1
The following rules of procedure have been adopted by the board at the annual or organizational meeting:
- Board members need not rise to gain the recognition of the board president.
- All motions will be made as a positive action.
- A motion will be adopted or carried if it receives an affirmative vote from more than half of the votes cast. Only "yes" and "no" votes are counted in this calculation. It should be noted that some motions require larger numbers of affirmative votes, such as to move into a closed session.
- All motions shall receive a second, prior to opening the issue for discussion of the board. If a motion does not receive a second, the board president may declare the motion dead for lack of a second.
- The board president may decide the order in which board members will be recognized to address an issue. An attempt should be made to alternate between pro and con positions.
- The board president shall rule on all motions that come before the board.
- The board president may rule on points of order brought before the board.
- The board president shall have complete authority to recognize a member of the audience regarding a request to participate in the board meeting. Members of the public who wish to participate shall follow board policy.
- The board president has the authority to declare a recess at any time for the purpose of restoring decorum to the meeting.
- The board president has the same authority and responsibility as each board member to vote on all issues
Legal Reference: Iowa Code § 21.2, 279.8, 21.7
Cross Reference: 210.8 Board Meeting Agenda
Adopted: 04/17/2023
Revised:
Reviewed:
210.8 - Board Meeting Agenda
210.8 - Board Meeting AgendaBOARD MEETING AGENDA
Code No. 210.8
The tentative agenda for each board meeting will state the topics for discussion and action at the board meeting. The agenda is part of the public notice of the board meeting and will be posted and distributed.
Persons requesting to place an item on the agenda must make a request to the superintendent prior to the drafting of the tentative agenda. The person making the request must state the person's name, address, purpose of the presentation, action desired and pertinent background information. Requests from the public may be added to the tentative agenda at the discretion of the superintendent after consultation with the board president. Requests received after the deadline may only be added to the agenda for good cause.
The tentative agenda and supporting documents will be sent to the board members prior to the scheduled board meeting. These documents are the private property of the board member. Persons wishing to view the tentative agenda and supporting documents may do so at the central administration office.
The board will take action only on the items listed on the tentative agenda posted with the public notice. Items added to the agenda may be discussed or taken under advisement by the board. If an added item is acted upon, the minutes of the board meeting will state the reason justifying the immediate action.
It is the responsibility of the board president and superintendent to develop the agenda for each board meeting. Any board member may place an item on the next regular agenda with the consent of a majority of the board. Board members wishing to do so should provide notice to the Superintendent and board president 5 days prior to the scheduled meeting.
Legal Reference: Iowa Code §§ 21; 279.8.
1980 Op. Att'y Gen. 269.
Cross Reference: 210.5 Meeting Notice
201.7 Rules of Order
211 Open Meetings
213 Public Participation in Board Meetings
213.1 Public Complaints
215 Board of Directors' Records
402.5 Public Complaints About Employees
404.4 Employee Complaints
502.4 Student Complaints and Grievances
Adopted: 01/20/1983
Revised: 11/15/2021
Reviewed: 03/20/2023
210.9-Consent Agenda
210.9-Consent AgendaCONSENT AGENDA
Code No. 210.9
Very often the board must consider agenda items which are noncontroversial or similar in content. Such agenda items might include ministerial tasks such as, but not limited to, the approval of the agenda, approval of previous minutes, approval of bills, approval of reports, etc. These items might also include similar groups of decisions such as, but not limited to, approval of staff contracts, approval of maintenance details for the school buildings and grounds, open enrollment requests or approval of various schedules.
In order for a more efficient administration of board meetings, the board may elect to use a consent agenda for the passage of noncontroversial items or items of a similar nature.
The superintendent in consultation with the board president and board secretary shall place items on the consent agenda. By using a consent agenda, the board has consented to the consideration of certain items as a group under one resolution. Items may be removed from the consent agenda at the request of a board member.
Nothing in this policy is to be construed as an attempt to avoid full compliance with laws dealing with open meetings or public notice of the agenda and meeting.
Legal Reference: Iowa Code §§ 21; 279.8.
Adopted: 04/17/2023
Revised:
Reviewed:
211 - Open Meetings
211 - Open MeetingsOPEN MEETINGS
Code No. 211
A gathering of a majority of board members in which deliberation of an issue within the jurisdiction of the board takes place is a board meeting. A gathering for the purpose of social or ministerial action will not constitute a board meeting unless a discussion of policy takes place. Meetings of the board will be conducted in an open meeting unless a closed session is authorized by law or the meeting is exempt from the open meetings law.
Legal Reference: Iowa Code §§ 21, 279.1-.2 (2011).
1982 Op. Att'y Gen. 162.
1980 Op. Att'y Gen. 167.
Cross Reference: 208 Ad Hoc Committees
208.1E Ad Hoc Committess-Exhibit
210.4 Work Sessions
210.8 Board Meeting Agenda
212 Closed Sessions
212.1 Exempt Meetings
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 03/20/2023
212 - Closed Sessions
212 - Closed SessionsCLOSED SESSIONS
Code No. 212
Generally, board meetings will be open meetings, unless a closed session or is provided for by law. Closed sessions take place as part of an open meeting. The board may enter into closed session for any reason permitted by law.
The item for discussion in the closed session will be listed as part of the tentative agenda on the public notice with the full text of the Iowa Code citation reference stated on the agenda. The motion for a closed session, stating the purpose for the closed session, will be made and seconded during the open meeting. A minimum of two-thirds of the board, or all of the board members present if any are absent, must vote in favor of the motion on a roll call vote. Closed sessions will be recorded and have detailed minutes kept by the board secretary. No voting will take place in the closed session. Final action on matters discussed in the closed session will be taken in an open meeting.
The minutes and recording will restate the motion made in the open meeting, the roll call vote, the members present, and the time the closed session began and ended. The recordings and the written minutes will be kept for one year from the date of the meeting. Real estate related minutes and recordings will be made public after the real estate transaction is completed.
The detailed minutes and recording will be sealed and will not be public records open to public inspection. The minutes and recording will only be available to board members or opened upon court or administrative order in an action to enforce the requirements of the open meetings law. The board has complete discretion as to whom may be present at a closed session, but generally closed sessions will be limited to the board, a recording secretary and the superintendent if indicated. The board has discretion to nominate the board secretary or any board member to serve as recording secretary for the closed session.
Legal Reference: Iowa Code §§ 21; 22.7; 279.24.
Cross Reference: 208 Ad Hoc Committees
208.E1 Ad Hoc Committees-Exhibits
211 Open Meetings
212.1 Exempt Meetings
302.5 Superintendent Evaluation
801.4 Site Acquistion
Adopted: 01/20/1983
Revised: 11/15/2021
Reviewed: 03/20/2023
212.1-EXEMPT MEETINGS
212.1-EXEMPT MEETINGSEXEMPT MEETINGS
Code No. 212.1
Board meetings at which a quorum is not present, or gatherings of the board for purely ministerial or social purposes when there is no discussion of policy or no intent to avoid the purposes of the open meetings law, are exempt from the open meetings law requirements. Since gatherings of this type are exempt from the open meetings requirements, they can be held without public notice, be separate from an open meeting, be held without recording the gathering or taking minutes, and be held without a vote or motion. The board may also hold an exempt session for the following reasons, or as may be otherwise authorized by law:
1. Negotiating sessions, strategy meetings of public employers or employee organizations, mediation and the deliberative process of arbitration;
2. to discuss strategy in matters relating to employment conditions of employees not covered by the collective bargaining law;
3. to conduct a private hearing relating to the recommended termination of a teacher's contract. The private hearing however, in the teacher's contract termination will be recorded verbatim by a court reporter; and
4. to conduct a private hearing relating to the termination of a probationary administrator's contract or to review the proposed decision of the administrative law judge regarding the termination of an administrator's contract.
Legal Reference: Iowa Code §§ 20.17; 21; 22.7; 279.15, .16.
Cross Reference: 208 Ad Hoc Committees
208.E1 Ad Hoc Committees-Exhibit
211 Open Meetings
212 Closed Sessions
Adopted: 11/15/2021
Revised:
Reviewed: 03/20/2023
213 - Public Participation in Board Meetings
213 - Public Participation in Board MeetingsCode No. 213
PUBLIC PARTICIPATION IN BOARD MEETINGS
The board recognizes the importance of citizen participation in school district matters. In order to assure citizens are heard and board meetings are conducted efficiently and in an organized manner, the board will set aside a specific time for public comment.
Public Comment During Board Meetings
Citizens wishing to address the board during public comment must notify the board secretary prior to the board meeting. The board president will recognize these individuals to make their comments at the appropriate time during public comment. Citizens wishing to present petitions to the board may also do so at this time. The board however, will only receive the petitions and not act upon them or their contents.
The board has the discretion to limit the amount of time set aside for public participation. Normally, speakers will be limited to 3 minutes with a total allotted time for public participation of 15 minutes. However, the board president may modify this time limit, if deemed appropriate or necessary. Public comment is a time set aside for community input, but the board will not discuss or take any action on any matter during public comment.
Public comment shall be limited to regular board meetings and will not be routinely held during special board meetings.
Petitions to Place a Topic on the Agenda
Individuals who wish for an item to be placed on the board agenda may submit a valid petition to the board. For a petition to be valid, it must be signed by at least 500 eligible electors of the district, or ten percent of the individuals who voted in the last school election, whichever number is lower.
Upon receiving a valid petition to the board to place a proposal on the next board agenda for public hearing, the board will place the proposal identified in the petition on the agenda of the next regular meeting, or a special meeting held within 30 days of receipt of the petition. The board will provide a sign-up sheet for all individuals who wish to speak on the proposal, and individuals will be called to speak in order of sign-up. The sign-up sheet will require each individual to list their legal name and mailing address. Each speaker will be limited to an amount of time established by the board president that is reasonable and necessary based on the number of speakers signed up. The same time limit will apply to all speakers on the proposal. Each individual will be limited to one opportunity to speak. The board maintains absolute discretion on whether or not to discuss or act on the public comments made on the proposal. If a petition is related to curriculum, the district maintains discretion to determine whether to stop teaching that curriculum until the board holds the public hearing to discuss the curriculum.
The board has a significant interest in maintaining the decorum of its meetings, and it is expected that members of the public and the board will address each other with civility. The orderly process of the board meeting will not be interfered with or disrupted by public comment. Only individuals recognized by the board president will be allowed to speak. Comments by others are out of order. If disruptive, the individual causing disruption may be asked to leave the board meeting. Defamatory comments may be subject to legal action.
Legal Reference: Iowa Code §§ 21; 22; 279.8, 279.8B
Cross Reference: 205 Board Member Liability
210.8 Board Meeting Agenda
-
Public Hearings
401.4 Employee Complaints
213.1 Public Complains About Employees
502.4 Student Complaints and Grievances
Adopted: 09/17/2018
Reviewed: 08/15/2023
Revised: 08/15/2023
213.1 - Public Complaints
213.1 - Public ComplaintsCode No. 213.1
PUBLIC COMPLAINTS
The board recognizes situations may arise in the operation of the school district which are of concern to parents and other members of the school district community.
The board firmly believes concerns should be resolved at the lowest organizational level by those individuals closest to the concern. Whenever a complaint or concern is brought to the attention of the board it will be referred to the administration to be resolved. Prior to board action however, the following should be completed:
(a) Matters should first be addressed to the teacher or employee.
(b) Unsettled matters from (a) above or problems and questions about individual attendance centers should be addressed to the employee's building principal.
(c) Unsettled matters from (b) above or problems and questions concerning the school district should be directed to the superintendent.
(d) If a matter cannot be settled satisfactorily by the superintendent, it may then be brought to the board for consideration. To bring a concern, the individual shall notify the board president or board secretary in writing, who may bring it to the attention of the entire board.
It is within the discretion of the board to address complaints from the members of the school district community, and the board will only consider whether to address complaints if they are in writing, signed, and the complainant has complied with this policy. The board is not obligated to address a complaint and may defer to the decision of the superintendent. If the board elects not to address a complaint, the decision of the superintendent shall be final. If the board does elect to address a complaint, its decision shall be final.
Parents, guardians and community members of the district who have concerns about the district or the board may refer to the student handbook for additional guidance from the Iowa Department of Education.
Legal Reference: Iowa Code § 279.8
Cross Reference: 210.8 Board Meeting Agenda
213 Public Participation in Board Meetings
Reviewed: 03/20/2023
Revised: 12/19/2022
214 - Public Hearings
214 - Public HearingsPUBLIC HEARINGS
Code No. 214
Public hearings may be held on school district matters at the discretion of the board. Public notice of a public hearing will be in the same manner as for a board meeting except that the notice will be given at least ten days before the hearing is to be held unless it is impossible or impractical to do so, or the law requires otherwise.
At public hearings, citizens of the district who register at the door will be allowed to speak on the issue for which the public hearing is being held. Others may be allowed to speak at the board's discretion. Speakers are asked to keep their remarks as brief as possible. Prior to the beginning of the hearing, speakers and spectators will be apprised of the rules of order to be followed regarding time limitations, questions, remarks and rebuttals. In no event will a speaker be allowed to take the time of another speaker.
The board will conduct public hearings in an orderly fashion. At the beginning of the hearing, statements, background materials and public hearing rules and procedures will be presented by the board president. The board president will recognize the speakers. A board member may ask questions of the speakers after receiving permission from the board president. Only those speakers recognized by the chair will be allowed to speak. Comments by others are out of order. Individuals who interfere with or interrupt speakers, the board or the proceedings will be asked to leave.
Legal Reference: Iowa Code §§21 24.9; 26.12; 279.8, .10; 297.22 (2011).
Cross Reference: 213 Public Participation in Board Meetings
601.1 School Calendar
703.1 Budget Planning
Adopted: 06/17/2002
Reviewed: 03/20/2023
215 - Board of Directors' Records
215 - Board of Directors' RecordsBOARD OF DIRECTORS' RECORDS
Code No. 215
The board will keep and maintain permanent records of the board including, but not limited to, records of the minutes of board meetings and other required records of the board.
It is the responsibility of the board secretary to keep the minutes of the board meetings. The minutes of each board meeting will include, at a minimum, the following items: a record of the date, time, place, members present, action taken and the vote of each member, and the schedule of bills allowed will be attached. This information will be available within two weeks of the board meeting and forwarded to the newspaper designated as the official newspaper for publication. The information does not need to be published within two weeks. The schedule of bills allowed may be published on a once monthly basis in lieu of publication with the minutes. The permanent records of the board minutes may include more detail than is required for the publication of the minutes.
Minutes waiting approval at the next board meeting will be available for inspection at the central administration office after the board secretary transcribes the notes into typewritten material which has been proofread for errors and retyped.
Legal Reference: Iowa Code §§ 21; 22; 279.8, .35, .36; 291.6, .7; 618.3
281 I.A.C. 12.3(1).
1982 Op. Att'y Gen. 215.
1974 Op. Att'y Gen. 403.
1952 Op. Att'y Gen. 133.
Cross Reference: 206.3 Secretary
206.4 Treasurer
208 Ad Hoc Committees
208-E1 Ad Hoc Committees-Exhibit
210.8 Board Meeting Agenda
708 Care, Maintenance and Disposal of School District Records
- Public Examination of School District Records
Adopted: 01/20/1983
Revised: 03/20/2023
Reviewed: 06/12/2017
215.1E1 - Board Meeting Notes
215.1E1 - Board Meeting NotesSince the official minutes of the board are the only legal record, it is important that they be recorded with extreme care and completeness. The board secretary will follow the following guidelines in writing board minutes:
With respect to content, the minutes should show the following:
1. The place, date, and time of each meeting.
2. The type of meeting--regular, special, emergency, work session.
3. Members present and members absent, by name.
4. The call to order and adjournment.
5. The departure of members by name before adjournment.
6. The late arrival of members, by name.
7. The time and place of the next meeting.
8. Approval, or amendment and approval, of the minutes of the preceding meeting.
9. Complete information as to each subject of the board's deliberation and the action taken.
10. The maker and seconder of the motion, what action was taken, and the vote on the motion detailed enough to attribute a vote to each member present.
11. Complete text of all board resolutions, numbered consecutively for each fiscal year.
12. A record of all contracts entered into, with the contract documents kept in a separate file.
13. A record of all change orders on construction contracts.
14. All employment changes, including resignations or terminations.
15. A record, by number, of the bills of account approved by the board for payment.
16. A record of all calls for bids, bids received, and action taken thereon.
17. Approval of all transfers of funds from one budgetary fund to another.
18. Important documents forming a part of a motion should be made a part of the minutes by exhibit and placed in the minute book along with the minutes.
19. Board policy and administrative guides should be made a part of the minutes by exhibit.
20. Adoption of textbooks and establishment of bus routes by the board for the school year as well as the school calendar should become a part of the minutes.
21. Approval or disapproval of open enrollment requests with justification for disapproval or approval after the deadline.
22. A record of all delegations appearing before the board and a record of all petitions.
23. At the annual meeting each year the record should indicate that the books of the treasurer and secretary and the Certified Annual Report have been examined and approved subject to audit.
24. The election or appointment of board officers.
25. The appointment of auditors to examine the books.
At the annual or organizational meeting in odd-numbered years, the minutes should reflect the following:
26. Appointment of a temporary chairperson if not specified in policy.
27. Oath of office administered to newly elected board members.
28. Nominations taken for the office of president and vice-president.
29. Election of the president and vice-president, the votes and the oath of office administered to the president and vice-president.
30. The resolution to pay bills when the board is not in session.
31. A resolution to automatically disburse payroll along with a roster of all employees under contract.
32. A resolution naming depositories along with the maximum deposit for each depository.
33. Resolution authorizing the use of a check protector and signer and the proper control of the signer.
34. Motion designating a member or a committee to examine the bills of account for a designated period of time on a rotation basis if desired for the balance of the school year.
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 04/19/2023
216 - Membership, Training, Compensation
216 - Membership, Training, Compensation dawn.gibson.cm… Thu, 07/22/2021 - 11:18216.1 - Association Membership
216.1 - Association MembershipASSOCIATION MEMBERSHIP
Code No. 216.1
Participation in board member associations are beneficial to the board. The board will maintain an active membership in organizations the board determines will be of benefit to the board and the school district.
Legal Reference: Iowa Code § 279.38).
Cross Reference: 216.2 Board of Directors' Member Development and Training
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 03/20/2023
216.2 - Board of Directors' Member Development and Training
216.2 - Board of Directors' Member Development and TrainingBOARD OF DIRECTORS' MEMBER DEVELOPMENT AND TRAINING
Code No. 216.2
The board may participate in conferences sponsored by educational associations and agencies in addition to its own in-service programs and work sessions.
The board will work closely with the Iowa Association of School Boards' Academy of Board Learning Experiences and encourage the board members to participate in conferences to achieve the Better Boardsmanship Award.
Legal Reference: Iowa Code §§ 279.8, .38
Cross Reference: 216.1 Association Membership
Adopted: 06/17/2002
Reviewed: 03/20/2023
216.3 - Board of Directors' Member Compensation and Expenses
216.3 - Board of Directors' Member Compensation and ExpensesBOARD OF DIRECTORS' MEMBER COMPENSATION AND EXPENSES
Code No. 216.3
As an elected public official, the board member is a public servant who serves without compensation. Board members will be reimbursed for actual and necessary expenses incurred in the performance of their official duties.
Prior to reimbursement of actual and necessary expenses, the board member must submit a detailed receipt indicating the date, purpose and nature of the expense for each claim item. Failure to provide a detailed receipt will make the expense non-reimbursable. Personal expenses will be reimbursed by the board member to the school district no later than ten working days following the date of the expense. In exceptional circumstances, the board may allow a claim without proper receipt. Written documentation explaining the exceptional circumstances will be maintained as part of the school district's record of the claim.
It is the responsibility of the board secretary to compile the expenses of board members and bring them to the board for audit and approval in the same manner as other claims of the school district. It is the responsibility of the board to determine through the audit and approval process of the board whether the expenses incurred by a board member are actual and necessary expenses incurred in the performance of their official duties.
Legal Reference: Iowa Code §§ 68B; 277.27; 279.7A, .8, .32
Cross Reference: 203 Board of Directors' Conflict of Interest
401.7 Employee Travel Compensation
401.10 Credit Cards
Adopted: 06/17/2002
Revised: 06/17/2002
Reviewed: 03/20/2023
217 - Gifts to Board of Directors
217 - Gifts to Board of DirectorsGIFTS TO BOARD OF DIRECTORS
Code No. 217
Board members may receive a gift on behalf of the school district. Board members will not, either directly or indirectly, solicit, accept or receive a gift, series of gifts or an honorarium unless the donor does not meet the definition of "restricted donor" stated below or the gift or honorarium does not meet the definition of gift or honorarium stated below.
A "restricted donor" is defined as a person or other entity which:
· Is seeking to be or is a party to any one or any combination of sales, purchases, leases or contracts to, from or with the school district;
· Will be directly and substantially affected financially by the performance or nonperformance of the board member's official duty in a way that is greater than the effect on the public generally or on a substantial class of persons to which the person belongs as a member of a profession, occupation, industry or region; or
· Is a lobbyist or a client of a lobbyist with respect to matters within the school district's jurisdiction.
A "gift" is the giving of anything of value in return for which something of equal or greater value is not given or received. However, "gift" does not include any of the following:
· Contributions to a candidate or a candidate's committee;
· Information material relevant to a board member's official function, such as books, pamphlets, reports, documents, periodicals or other information that is recorded in a written, audio or visual format;
· Anything received from a person related within the fourth degree by kinship or marriage, unless the donor is acting as an agent or intermediary for another person not so related;
· An inheritance;
· Anything available or distributed to the general public free of charge without regard to the official status of the board recipient;
· Items received from a charitable, professional, educational or business organization to which the board member belongs as a dues paying member if the items are given to all members of the organization without regard to an individual member's status or positions held outside of the organization and if the dues paid are not inconsequential when compared to the items received;
· Actual expenses of a board member for food, beverages, travel and lodging for a meeting, which is given in return for participation in a panel or speaking engagement at the meeting when the expenses relate directly to the day or days on which the board member has participation or presentation responsibilities;
· Plaques or items of negligible resale value given as recognition for public service;
· Non-monetary items with a value of less than three dollars that are received from any one donor during one calendar day;
· Items or services solicited or given to a state, national or regional organization in which the state of Iowa or a school district is a member for purposes of a business or educational conference, seminar or other meeting or solicited by or given to state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees for purposes of a business or educational conference, seminar or other meeting;
· Items or services received by members or representatives of members as part of a regularly scheduled event that is part of a business or educational conference, seminar or other meeting that is sponsored and directed by any state, national or regional government organization in which the state of Iowa or a political subdivision of the state of Iowa is a member or received at such an event by members or representatives of members of state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees;
· Funeral flowers or memorials to a church or nonprofit organization;
· Gifts which are given to a public official for the public official's wedding or twenty-fifth or fiftieth wedding anniversary;
· Payment of salary or expenses by a board member's employer or the firm in which the board member is a member for the cost of attending a meeting of a subunit of an agency when the board member whose expenses are being paid serves on a board, commission, committee, council or other subunit of the agency and the board member is not entitled to receive compensation or reimbursement of expenses from the school district;
· Gifts other than food, beverages, travel and lodging received by a board member which are received from a person who is a citizen of a country other than the United States and is given during a ceremonial presentation or as a result of a custom of the other country and is of personal value only to the board member; or
· Actual registration costs for informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions. The costs of food, drink, lodging and travel are not "registration costs" under this paragraph. Meetings or sessions which a public official or public employee attends for personal or professional licensing purposes are not "informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions" under this paragraph.
An "honorarium" is anything of value that is accepted by, or on behalf of, a board member as consideration for an appearance, speech or article. An honorarium does not include any of the following:
· Actual expenses of a board member for registration, food, beverages, travel or lodging for a meeting, which is given in return for participation in a panel or speaking engagement at a meeting when the expenses relate directly to the day or days on which the board member has participation or presentation responsibilities;
· A non-monetary gift or series of non-monetary gifts donated within thirty days to a public body, an educational or charitable organization or the department of general services; or
· A payment made to a board member for services rendered as part of a private business, trade or profession in which the board member is engaged if the payment is commensurate with the actual services rendered and is not being made because of the person's status as a board member but, rather, because of some special expertise or other qualification.
It is the responsibility of each board member to know when it is appropriate to accept or reject gifts or honorariums.
Legal References: Iowa Code ch. 68B (2011).
1972 Op. Att'y Gen. 276.
1970 Op. Att'y Gen. 319.
Cross References: 203 Board of Directors' Conflict of Interest
402.4 Gifts to Employees
704.4 Gifts - Grants - Bequests
Adopted: 01/20/1983
Revised: 06/17/2002
Reviewed: 03/20/2023
300 - ADMINISTRATION
300 - ADMINISTRATION Jen@iowaschool… Thu, 07/01/2021 - 13:10300 - Role of School District Administration
300 - Role of School District AdministrationROLE OF SCHOOL DISTRICT ADMINISTRATION
Code No. 300
In this series of the board policy manual, the board defines the role and the employment of school district administrators. Policies in the 400 Series, "Employees," also apply to administrators unless a more specific policy exists in the 300 Series, "Administration."
School district administrators have been given a great opportunity and responsibility to manage the school district, to provide educational leadership, and to implement the educational philosophy of the school district. They are responsible for the day-to-day operations of the school district. In carrying out these operations, the administrators are guided by board policies, the law, the needs of the students, and the wishes of the citizens in the school district community.
It is the responsibility of the administrators to implement and enforce the policies of the board, to oversee employees, to monitor educational issues confronting the school district, and to inform the board about school district operations.
While the board holds the superintendent ultimately responsible for these duties, the principals are more directly responsible for educational results, for the administration of the school facilities and for the employees.
The board and the administration will work together to share information and decisions under the management team concept.
Adopted: 01/20/1983
Revised: 08/19/2002
Reviewed: 04/17/2023
301 - Administrative Structure
301 - Administrative Structure dawn.gibson.cm… Thu, 07/22/2021 - 10:53301.1 - Management
301.1 - ManagementMANAGEMENT
Code No. 301.1
The board and the administrators will work together in making decisions and setting goals for the school district. This effort is designed to obtain, share, and use information to solve problems, make decisions, and formulate school district policies and regulations.
It is the responsibility of each administrator to fully participate in the management of the school district by investigating, analyzing, and expressing their views on issues. Those board members or administrators with special expertise or knowledge of an issue may be called upon to provide information. Each board member and administrator will support the decisions reached on the issues confronting the school district.
The board is responsible for making the final decision in matters pertaining to the school district.
It is the responsibility of the superintendent to develop guidelines for cooperative decision-making.
Legal Reference: Iowa Code § 279.8
Adopted: 01/20/1983
Revised: 08/19/2002
Reviewed: 04/17/2023
302 - Superintendent
302 - Superintendent dawn.gibson.cm… Thu, 07/22/2021 - 10:59302.1 - Superintendent Qualifications, Recruitment, Appointment
302.1 - Superintendent Qualifications, Recruitment, AppointmentSUPERINTENDENT QUALIFICATIONS, RECRUITMENT, APPOINTMENT
Code No. 302.1
The board will employ a superintendent to serve as the chief executive officer of the board, to conduct the daily operations of the school district, and to implement board policy with the power and duties prescribed by the board and the law.
The board will consider applicants that meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the superintendent position. In employing a superintendent, the board will consider the qualifications, credentials and records of the applicants without regard to race, color, religion, creed, sex, national origin, age, sexual orientation, gender identity or disability. In keeping with the law, however, the board will consider the veteran status of the applicants. The board will look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision.
In choosing a superintendent, the board will also consider the school district's educational philosophy, financial situation, organizational structure, education programs, and other factors deemed relevant by the board.
The board may contract for assistance in the search for a superintendent.
Legal Reference: 29 U.S.C. §§ 621-634 (2010).
42 U.S.C. §§ 2000e et seq. (2010).
Iowa Code §§ 21.5(1)(i); 35C; 216; 279.8, .20 (2011).
281 I.A.C. 12.4(4).
Cross Reference: 200.2 Powers of the Board of Directors
200.3 Responsibilities of the Board of Directors
Adopted: 06/16/1997
Revised: 08/19/2002
Reviewed: 04/17/2023
302.2 - Superintendent Contract and Contract Nonrenewal
302.2 - Superintendent Contract and Contract NonrenewalCode No. 302.2
SUPERINTENDENT CONTRACT AND CONTRACT NONRENEWAL
The length of the contract for employment between the superintendent and the board is determined by the board. The contract will begin on July 1 and end on June 30. The contract will state the terms of employment and shall not exceed three years.
The first three consecutive years of a contract issued to a newly employed superintendent is considered a probationary period. The probationary period may be extended for an additional year upon the consent of the superintendent. In the event of termination of a probationary or nonprobationary contract, the board will afford the superintendent appropriate due process, as required by law. The superintendent and board may mutually agree to terminate the superintendent's contract at any time.
It is the responsibility of the board to provide the contract for the superintendent. The board may issue a temporary and nonrenewable contract in accordance with law.
If the superintendent wishes to resign, to be released from a contract, or to retire, the superintendent must comply with applicable law and board policies.
Legal Reference: Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994).
Cook v Plainfield Community School District, 301 N.W.2d 771 (Iowa App. 1980).
Board of Education of Fort Madison Community School District v. Youel, 282 N.W.2d 677 (Iowa 1979).
Briggs v Board of Directors of Hinton Community School District, 282 N.W.2d 740 (Iowa 1979).
Luse v. Waco Community School District of Henry Co., 258 Iowa 1087, 141 N.W.2d 607 (1966).
Iowa Code § 279. 281 I.A.C. 12.4.
Cross Reference: 302.8 Superintendent Consulting/Outside Employment
Adopted: 08/19/2002
Reviewed: 04/17/2023
302.3 - Superintendent Salary and Other Compensation
302.3 - Superintendent Salary and Other CompensationSUPERINTENDENT SALARY AND OTHER COMPENSATION
Code No. 302.3
The board has complete discretion to set the salary of the superintendent. It is the responsibility of the board to set the salary and benefits of the superintendent at a level that will include consideration of, but not be limited to, the economic condition of the school district and the training, experience, skill, and demonstrated competence of the superintendent. The salary is set at the beginning of each contract term.
In addition to the salary and benefits, the superintendent's actual and necessary expenses are paid by the school district when the superintendent is performing work-related duties. It is within the discretion of the board to pay dues to professional organizations for the superintendent.
The board may approve the payment of dues and other benefits or compensation over and above the superintendent's contract. Approval of dues and other benefits or compensation will be included in the records of the board in accordance with board policy.
Legal Reference: Iowa Code §§ 279.8, .20
Cross Reference: 302.7 Superintendent Civic Activities
Adopted: 01/20/1983
Revised: 08/19/2002
Reviewed: 04/17/2023
302.4 - Superintendent Duties
302.4 - Superintendent DutiesSUPERINTENDENT DUTIES
Code No. 302.4
The board employs a superintendent of schools to serve as the chief executive officer of the board. The board delegates to the superintendent the authority to implement board policy and to execute decisions made by the board concerning the internal operations of the school district, unless specifically stated otherwise.
The superintendent is responsible for the implementation and execution of board policy and the observance of board policy by employees and students. The superintendent is responsible for overall supervision and discipline of employees and the education program.
In executing the above-stated duties, the superintendent will consider the financial situation of the school district as well as the needs of the students. Specifically, the superintendent:
· Interprets and implements all board policies and all state and federal laws relevant to education;
· Supervises, either directly or through delegation, all activities of the school system according to, and consistent with, the policies of the board;
· Represents the board as a liaison between the school district and the community;
· Establishes and maintains a program of public relations to keep the public well-informed of the activities and needs of the school district, effecting a wholesome and cooperative working relationship between the school district and the community;
· Attends and participates in all meetings of the board, except when the superintendent has been excused, and makes recommendations affecting the school district;
· Reports to the board on such matters as deemed material to the understanding and proper management of the school district or as the board may request;
· Assumes responsibility for the overall financial planning of the district and for the preparation of the annual budget, and submits it to the board for review and approval;
· Establishes and maintains efficient procedures and effective controls for all expenditures of school district funds in accordance with the adopted budget, subject to the direction and approval of the board;
· Files, or causes to be filed, all reports required by law;
· Makes recommendations to the board for the selection of employees for the school district;
· Makes and records assignments and transfers of all employees pursuant to their qualifications;
· Employs such employees as may be necessary, within the limits of budgetary provisions and subject to the board's approval;
· Recommends to the board, for final action, the promotion, salary change, demotion, or dismissal of any employee;
· Prescribes rules for the classification and advancement of students, and for the transfer of students from one building to another in accordance with board policies;
· Summons employees of the school district to attend such regular and occasional meetings as are necessary to carry out the education program of the school district;
· Supervises methods of teaching, supervision, and administration in effect in the schools;
· Attends such conventions and conferences as are necessary to keep informed of the latest educational trends;
· Accepts responsibility for the general efficiency of the school system, for the development of the employees, and for the educational growth and welfare of the students;
· Defines educational needs and formulates policies and plans for recommendation to the board;
· Makes administrative decisions necessary for the proper functioning of the school district;
· Responsible for scheduling the use of buildings and grounds by all groups and/or organizations;
· Acts as the purchasing agent for the board, and establishes procedures for the purchase of books, materials and supplies;
· Approves vacation schedules for employees;
· Conducts periodic district administration meetings;
· Performs other duties as may be assigned by the board.
· Supervises the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the board; and
· Directs studies of buildings and sites, taking into consideration population trends and the educational and cultural needs of the district in order to ensure timely decisions by the board and the electorate regarding construction and renovation projects.
This list of duties will not act to limit the board's authority and responsibility over the superintendent. In executing these duties and others the board may delegate, the superintendent will consider the school district's financial condition as well as the needs of the students in the school district.
Legal Reference: Iowa Code §§ 279.8, .20, 23A
281 I.A.C. 12.4(4).
Cross Reference: 209.5 Administration in Absence Policy
302.8 Superintendent Consulting/Outside Employment
Adopted: 01/20/1983
Revised: 08/19/2002
Reviewed: 04/17/2023
302.5 - Superintendent Evaluation
302.5 - Superintendent EvaluationSUPERINTENDENT EVALUATION
Code No. 302.5
The board will conduct an ongoing evaluation of the superintendent's skills, abilities, and competence. At a minimum, the board will formally evaluate the superintendent on an annual basis, with comprehensive evaluation to occur at least once every three years. The goal of the superintendent's formal evaluation is to ensure the education program for the students is carried out, promote growth in effective administrative leadership, clarify the superintendent's role, clarify the immediate priorities of the board, and develop a working relationship between the board and the superintendent. This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.
The superintendent will be an educational leader who promotes the success of all students by:
- Mission, Vision and Core Values: Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.
- Ethics and Professional Norms: Act ethically and according to professional norms to promote each student’s academic success and well-being.
- Equity and Cultural Responsiveness: Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
- Curriculum, Instruction and Assessment: Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student’s academic success and well-being.
- Community Care and Support for Students: Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.
- Professional Capacity of School Personnel: Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.
- Professional Community for Teachers and Staff: Foster a professional community of teachers and professional staff to promote each student’s academic success and well-being.
- Meaningful Engagement of Families and Community: Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.
- Operations and Management: Manage school operations and resources to promote each student’s academic success and well-being.
- School Improvement: Act as an agent of continuous improvement to promote each student’s academic success and well-being.
The formal evaluation will be based upon the following principles:
· The evaluation criteria will be in writing, clearly stated and mutually agreed upon by the board and the superintendent. The criteria will be related to the job description, the Iowa Standards for School Leaders, the school district's goals, and the goals of the administrator’s individual professional development plan;
· At a minimum, the evaluation process will be conducted annually at a time agreed upon;
· Each board member will have an opportunity to individually evaluate the superintendent, and these individual evaluations will be compiled into an overall evaluation by the entire board;
· The superintendent will conduct a self-evaluation prior to discussing the board's evaluation, and the board as a whole will discuss its evaluation with the superintendent;
· The board may discuss its evaluation of the superintendent in closed session upon a request from the superintendent and if the board determines its discussion in open session will needlessly and irreparably injure the superintendent's reputation; and,
· The individual evaluation by each board member, if individual board members so desire, will not be reviewed by the superintendent. Board members are encouraged, however, to communicate their criticisms and concerns to the superintendent in the closed session. The board president will develop a written summary of the individual evaluations, including both the strengths and the weaknesses of the superintendent, and place it in the superintendent's personnel file to be incorporated into the next cycle of evaluations.
Legal Reference: Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981).
Iowa Code §§ 279.8, .20, .23, .23A (2011).
281 I.A.C. 12.3(4).
Cross Reference: 212 Closed Sessions
302 Superintendent
Adopted: 08/19/2002
Reviewed: 12/19/2022
Revised: 12/19/2022
302.5E1 - Superintendent Evaluation Form
302.5E1 - Superintendent Evaluation FormSuperintendent: _______________________________
Evaluator(s): _________________________________
Directions:
In the narrative under each standard the superintendent should discuss evidence that addresses each criterion, and provide a reflection related to the standard as a whole.
- A superintendent in the Edgewood-Colesburg School District promotes the success of all students by facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community (Shared Vision).
The superintendent:
-
- In collaboration with others, uses appropriate data to establish rigorous, concrete goals in the context of student achievement and instructional programs.
- Uses research and/or best practice in improving the educational program.
- Articulates and promotes high expectations for teaching and learning.
- Aligns and implements the educational programs, plans, actions, and resources with the district’s vision and goals.
- Provides leadership for major initiatives and change efforts.
- Communicates effectively to various stakeholders regarding progress with school improvement plan goals.
Evidence:
Reflection:
Evaluator Comments:
Circle one: Meets Standard Does Not Meet Standard
- A superintendent in the Edgewood-Colesburg School District promotes the success of all students by advocating, nurturing, and sustaining a school culture and instructional program conducive to student learning and staff professional development (Culture of Learning).
The superintendent:
-
- Provides leadership for assessing, developing, and improving climate and culture.
- Systematically and fairly recognizes and celebrates accomplishments of staff and students.
- Provides leadership, encouragement, opportunities, and structure for staff to continually design more effective teaching and learning experiences for all students.
- Monitors and evaluates the effectiveness of curriculum, instruction, and assessment.
- Evaluates staff and provides ongoing coaching for improvement.
- Ensures staff members have professional development that directly enhances their performance and improves student learning.
- Uses current research and theory about effective schools and leadership to develop his/her professional growth plan.
- Promotes collaboration with all stakeholders.
- Is easily accessible and approachable to all stakeholders.
- Is highly visible and engaged in the school community.
- Articulates the desired school culture.
Evidence:
Reflections:
Evaluator Comments:
Circle one: Meets Standard Does Not Meet Standard
3. A superintendent in the Edgewood-Colesburg School District promotes the success of all students by ensuring management of the organization, operations, and resources for a safe, efficient, and effective learning environment (Management).
The superintendent:
- Complies with state and federal mandates and local board policies.
- Recruits, selects, inducts, and retains staff to support quality instruction.
- Addresses current and potential issues in a timely manner.
- Manages fiscal and physical resources responsibly, efficiently, and effectively.
- Protects instructional time by designing and managing operational procedures to maximize learning.
- Communicates effectively with both internal and external audiences about the operations of the school.
Evidence:
Reflections:
Evaluator Comments:
Circle one: Meets Standard Does Not Meet Standard
4. A superintendent in the Edgewood-Colesburg School District promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources (Family and Community).
The superintendent:
- Engages family and community by promoting shared responsibility for student learning and support of the educational system.
- Promotes and supports a structure for family and community involvement in the educational system.
- Facilitates the connections of students and families to the health and social services that support a focus on learning.
- Collaboratively establishes a culture that welcomes and honor families and community and seeks ways to engage them in student learning.
Evidence:
Reflections:
Evaluator Comments:
Circle One: Meets Standard Does Not Meet Standard
5. A superintendent in the Edgewood-Colesburg School District promotes the success of all students by acting with integrity, fairness, and in an ethical manner (Ethics).
The superintendent:
- Demonstrates ethical and professional behavior.
- Demonstrates values, beliefs, and attitudes that inspire others to higher levels of performance.
- Fosters and maintains caring professional relationship with staff.
- Demonstrates appreciation for sensitivity to diversity in the school commuity.
- Is respectful of divergent opinions.
Evidence:
Reflection:
Evaluator Comments:
Circle one: Meets Standard Does Not Meet Standard
- A superintendent in the Edgewood-Colesburg School District promotes the success of all students by understanding the profile of the community and responding to, and influencing the larger political, social, economic, legal, and cultural context (Social Context.).
The superintendent:
-
- Collaborates with service providers and other decision-makers to improve teaching and learning.
- Advocates for the welfare of all members of the learning community.
- Designs and implements appropriate strategies to reach desired goals.
Evidence:
Reflection:
Evaluator Comments:
Circle one: Meets Standard Does Not Meet Standard
General comments by evaluator (these are likely related to topics not addressed above):
Evaluator’s signature_____________________________________________
Title_______________________________________ Date_______________
Evaluation Period________________________, 2_____ to _______________________,2_____
Superintendent’s signature___________________________________ Date________________
Reviewed: 4/17/2023
302.6 - Superintendent Professional Development
302.6 - Superintendent Professional DevelopmentSUPERINTENDENT PROFESSIONAL DEVELOPMENT
Code No. 302.6
The board encourages the superintendent to continue professional growth by being involved in professional organizations, attending conferences, continuing education, and participating in other professional activities.
It is the responsibility of the superintendent to arrange the superintendent's schedule in order to enable attendance at various conferences and events. If a conference or event requires the superintendent to be absent from the office for more than three days, requires overnight travel, or involves unusual expense, the superintendent will bring it to the attention of the board president prior to attending the event.
The superintendent will report to the board after an event.
Legal Reference: Iowa Code § 279.8
281 I.A.C. 12.7.
Cross Reference: 303.7 Administrator Professional Development
401.7 Employee Travel Compensation
Adopted: 08/19/2002
Reviewed: 04/17/2023
302.7 - Superintendent Civic Activites
302.7 - Superintendent Civic ActivitesSUPERINTENDENT CIVIC ACTIVITIES
Code No. 302.7
The board encourages the superintendent to be involved in the school district community by belonging to school district community organizations and attending and participating in school district community activities.
It is the responsibility of the superintendent to become involved in school district community activities and events. It is within the discretion of the board to pay annual fees for professional organizations and activities.
Legal Reference: Iowa Code § 279.8
Cross Reference: 302.3 Superintendent Salary and Other Compensation
303.8 Administrator Civic Activities
Adopted: 08/19/2002
Reviewed: 02/17/2020
Revised: 04/17/2023
302.8 - Superintendent Consulting/Outside Employment
302.8 - Superintendent Consulting/Outside EmploymentSUPERINTENDENT CONSULTING / OUTSIDE EMPLOYMENT
Code No. 302.8
The superintendent is considered a full-time employee. The board expects the superintendent to give the responsibilities of the position precedence over other employment. The superintendent may accept consulting or outside employment for pay as long as, in the judgment of the board, the work is conducted on the superintendent's personal time and it does not interfere with the performance of the superintendent's duties.
The board reserves the right, however, to request that the superintendent cease the outside employment as a condition of continued employment. The board will give the superintendent thirty days notice to cease outside employment.
Legal Reference: Iowa Code §§ 279.8, .20
Cross Reference: 302.2 Superintendent Contract and Contract Nonrenewal
302.4 Superintendent Duties
Adopted: 08/19/2002
Reviewed: 04/17/2023
303 - Administrative Employees
303 - Administrative Employees dawn.gibson.cm… Thu, 07/22/2021 - 10:44303.1 - Administrative Positions
303.1 - Administrative PositionsADMINISTRATIVE POSITIONS
Code No. 303.1
The school district will have, in addition to the superintendent, the following administrative positions:
Secondary Principal, 7 – 12
Elementary Principal, JK - 6
These administrators will work closely with the superintendent in the day-to-day operations of the school district.
It is the responsibility of these administrators to uphold board policy, to instill a positive, cooperative environment with employees, and to share their expertise with each other and the board under the management team concept.
Legal Reference: Iowa Code §§ 279.8, .20, .21, .23-.24 (2011).
281 I.A.C. 12.4.
Adopted: 08/19/2002
Reviewed: 04/17/2023
303.2 - Administrator Qualifications, Recruitment, Appointment
303.2 - Administrator Qualifications, Recruitment, Appointment
ADMINISTRATOR QUALIFICATIONS, RECRUITMENT, APPOINTMENT
Code No. 303.2
The board will employ building principals and other administrators, in addition to the superintendent, to assist in the daily operations of the school district.
The board will consider applicants who meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the position. In employing an administrator, the board will consider the qualifications, credentials and records of the applicants without regard to race, color, religion, sex, creed, national origin, age, sexual orientation, gender identity or disability. In keeping with the law, however, the board will consider the veteran status of the applicants. The board will look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision.
In choosing an administrator, the board will also consider the school district's educational philosophy, financial condition, organizational structure, education programs, and other factors deemed relevant by the board.
It is the responsibility of the superintendent to make a recommendation to the board for filling an administrative position, based on the requirements stated in this policy. The board will act only on the superintendent's recommendation.
The board may contract for assistance in the search for administrators.
Legal Reference: Iowa Code §§ 279.8, .21 (2011).
281 I.A.C. 12.4.
Adopted: 08/19/2002
Reviewed: 04/17/2023
303.3 - Administrator Contract and Contract Renewal
303.3 - Administrator Contract and Contract Renewal
ADMINISTRATOR CONTRACT AND CONTRACT NON-RENEWAL
Code No. 303.3
The length of the contract for employment between an administrator and the board will be determined by the board and stated in the contract. The contract will also state the terms of the employment.
The first three consecutive years of a contract issued to a newly employed administrator will be considered a probationary period. The probationary period may be extended for an additional year upon the consent of the administrator. In the event of termination of a probationary or non probationary contract, the board will afford the administrator appropriate due process, as required by law. The administrator and board may mutually agree to terminate the administrator's contract.
If an administrator's contract is not being renewed by the board, the contract will be extended automatically for additional one-year periods beyond the end of its term until it is modified or terminated as mutually agreed to by the parties or until the administrator's contract is terminated consistent with statutory termination procedures.
It is the responsibility of the superintendent to create a contract for each administrative position.
Administrators who wish to resign, to be released from a contract, or to retire, must comply with applicable law and board policies.
Legal Reference: Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994).
Cook v Plainfield Community School District, 301 N.W. 2d 771 (Iowa App. 1980).
Board of Education of Fort Madison Community School District v Youel, 282 N.W. 2d 677 (Iowa 1979).
Briggs v Board of Education of Hinton Community School District, 282 N.W. 2d 740 (Iowa 1979).
Iowa Code § 279. 281 I.A.C. 12.4.
Cross Reference: 303.9 Administrative Consulting/Outside Employment
Adopted: 08/19/2002
Reviewed: 04/17/2023
303.4 - Administrator Salary and Other Compensation
303.4 - Administrator Salary and Other CompensationADMINISTRATOR SALARY AND OTHER COMPENSATION
Code No. 303.4
The board has complete discretion to set the salary of the administrators. It is the responsibility of the board to set the salary and benefits of the administrators at a level that will include consideration of, but not be limited to, the economic condition of the school district and the training, experience, skill, and demonstrated competence of the administrators. The salary will be set at the beginning of each contract period.
In addition to the salary and benefits agreed upon, the administrator's actual and necessary expenses will be paid by the school district when the administrator is performing work-related duties. The board will approve the payment of other benefits or compensation over and above the administrator's contract. Approval of other benefits or items of an administrator's compensation will be included in the records of the board in accordance with board policy.
Legal Reference: Iowa Code § 279.21
Adopted: 08/19/2002
Reviewed: 04/17/2023
303.5 - Administrator Duties
303.5 - Administrator DutiesADMINISTRATOR DUTIES
Code No. 303.5
Administrators will be hired by the board to assist the superintendent in the day-to-day operations of the school district.
Each attendance center will have a building principal responsible for the administration and operation of the attendance center. Each building principal, as chief administrator of the assigned attendance center, is responsible for the building and grounds, for the students and employees assigned to the attendance center, for school activities at the attendance center, for the education program offered in the attendance center, and the budget for the attendance center. The principal is considered the professional advisor to the superintendent in matters pertaining to the attendance center supervised by the principal. Although the principals serve under the direction of the superintendent, duties of the principal may include, but not be limited to the following:
· Cooperate in the general organization and plan of procedure in the school under the principal's supervision;
· Supervision of the teachers in the principal's attendance center;
· Maintain the necessary records for carrying out delegated duties;
· Work with the superintendent in rating, recommending and selecting supervised employees whenever possible;
· Work with the superintendent in determining the education program to be offered and in arranging the schedules. As much of the schedule as possible should be made before school closes for summer vacation. In the matter of courses offered, the final approval rests with the superintendent who is in turn responsible to the board;
· Ensure that proper care is taken of all school books, supplies, materials, equipment, furniture and facilities;
· Instruct teachers to make a complete annual inventory of all school property contained in their individual rooms. This inventory is reviewed and filed with the board secretary;
· Investigate excessive cases of absence or tardiness of students and notify the parents or guardians of unexcused absence or tardiness. All such cases should be reported to the superintendent;
· Make such reports from time to time as the superintendent may require;
· Maintain the regular schedule of school hours established by the board and make no temporary changes in the schedule without the consent of the superintendent;
· Promptly notify the superintendent whenever ventilation, sanitation or heating of the building is unsatisfactory;
· Contribute to the formation and implementation of general policies and procedures of the school;
· Perform such other duties as may be assigned by the superintendent of schools.
This list of duties will not act to limit the board's authority and responsibility over the position of the administrators. In executing these duties and others the board may delegate, the administrators will consider the school district's financial condition as well as the needs of the students in the school district.
Legal Reference: Iowa Code §§ 279.8, .21, .23A (2011).
281 I.A.C. 12.4(5), .4(6), .4(7).
Cross Reference: 303.9 Administrative Consulting/Outside Employment
Adopted: 08/19/2002
Reviewed: 04/17/2023
303.6 - Administrator Evaluation
303.6 - Administrator EvaluationADMINISTRATOR EVALUATION
Code No. 303.6
The superintendent will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence. At a minimum, the superintendent will formally evaluate the administrators annually, with a comprehensive evaluation to occur at least once every three (3) years. The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, ensure student learning goals of the school district are addressed, promote growth in effective administrative leadership for the school district, clarify the administrator's role as defined by the board and the superintendent, assess administrator competence in the Iowa Standards for School Leaders, ascertain areas in need of improvement, clarify the immediate priorities of the responsibilities listed in the job description, and develop a working relationship between the superintendent and the administrator, and to ensure the administrator’s competence in meeting the Iowa Standards for School Leaders. Also included will be an evaluation of the progress made on the goals of the administrator’s professional development plan. This plan shall be aligned, as appropriate but not exclusive to, the Iowa Standards for School Leaders, the student achievement goals of the district and attendance center, and any other elements that may be mutually agreed upon between the administrator and superintendent. This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.
The superintendent is responsible for designing an administrator evaluation instrument to assess, among other things, the administrator’s competence in meeting the Iowa Standards for chool Leaders and the goals of the administrator’s individual professional development plan. The formal evaluation will include written criteria related to the job description and the Iowa Standards for School Leaders. The superintendent, after receiving input from the administrators, will present the formal evaluation instrument to the board for approval.
The formal evaluation will also include an opportunity for the administrator and the superintendent to discuss the written criteria, the past year's performance and the future areas of growth. The evaluation is completed by the superintendent, signed by the administrator and filed in the administrator's personnel file.
The principal will be an educational leader who promotes the success of all students by:
- Mission, Vision and Core Values: Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.
- Ethics and Professional Norms: Act ethically and according to professional norms to promote each student’s academic success and well-being.
- Equity and Cultural Responsiveness: Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
- Curriculum, Instruction and Assessment: Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student’s academic success and well-being.
- Community Care and Support for Students: Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.
- Professional Capacity of School Personnel: Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.
- Professional community for Teachers and Staff: Foster a professional community of teachers and professional staff to promote each student’s academic success and well-being.
- Meaningful Engagement of Families and Community: Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.
- Operations and Management: Manage school operations and resources to promote each student’s academic success and well-being.
- School Improvement: Act as an agent of continuous improvement to promote each student’s academic success and well-being.
It is the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and non-probationary administrators prior to May 15
Legal Reference: Iowa Code §§ 279.8, .21-.23A (2011).
281 I.A.C. 12.3(4).
Cross Reference: 303 Administrative Employees
Adopted: 08/19/2002
Reviewed: 12/19/2022
Revised: 12/19/2022
303.6E1 - Building Administrator Comprehensive Evaluation Summative Evaluation Form
303.6E1 - Building Administrator Comprehensive Evaluation Summative Evaluation FormAdministrator_________________________________
Evaluator: ___________________________________
Directions:
In the narrative under each standard the administrator should discuss evidence that addresses each criterion, and provide a reflection related to the standard as a whole.
- An educational leader in the Edgewood-Colesburg School District promotes the success of all students by facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community (Shared Vision).
The administrator:
-
- In collaboration with others, uses appropriate data to establish rigorous, concrete goals in the context of student achievement and instructional programs.
- Uses research and/or best practice in improving the educational program.
- Articulates and promotes high expectations for teaching and learning.
- Aligns and implements the educational programs, plans, actions, and resources with the district’s vision and goals.
- Provides leadership for major initiatives and change efforts.
- Communicates effectively to various stakeholders regarding progress with school improvement plan goals.
Evidence:
Reflection:
Evaluator Comments:
Circle one: Meets Standard Does Not Meet Standard
- An educational leader in the Edgewood-Colesburg School District promotes the success of all students by advocating, nurturing, and sustaining a school culture and instructional program conducive to student learning and staff professional development.
The administrator:
-
- Provides leadership for assessing, developing, and improving climate and culture.
- Systematically and fairly recognizes and celebrates accomplishments of staff and students.
- Provides leadership, encouragement, opportunities, and structure for staff to continually design more effective teaching and learning experiences for all students.
- Monitors and evaluates the effectiveness of curriculum, instruction, and assessment.
- Evaluates staff and provides ongoing coaching for improvement.
- Ensures staff members have professional development that directly enhances their performance and improves student learning.
- Uses current research and theory about effective schools and leadership to develop her/his professional growth plan.
- Promotes collaboration with all stakeholders.
- Is easily accessible and approachable to all stakeholders.
- Is highly visible and engaged in the school community.
- Articulates the desired school culture.
Evidence:
Reflection:
Evaluator Comments:
Circle one: Meets Standard Does Not Meet Standard
3. An educational leader in the Edgewood-Colesburg School District promotes the success of all students by ensuring management of the organization, operations, and resources for a safe, efficient, and effective learning environment.
The administrator:
- Complies with state and federal mandates and local board policies.
- Recruits, selects, inducts, and retains staff to support quality instruction.
- Addresses current and potential issues in a timely manner.
- Manages fiscal and physical resources responsibly, efficiently, and effectively.
- Protects instructional time by designing and managing operational procedures to maximize learning.
- Communicates effectively with both internal and external audiences about the operations of the school.
Evidence:
Reflection:
Evaluator Comments:
4. An educational leader in the Edgewood-Colesburg School District promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.
The administrator:
- Engages family and community by promoting shared responsibility for student learning and support of the educational system.
- Promotes and supports a structure for family and community involvement in the educational system.
- Facilitates the connections of students and families to the health and social services that support a focus on learning.
- Collaboratively establishes a culture that welcomes and honor families and community and seeks ways to engage them in student learning.
Evidence:
Reflection:
Evaluator Comments:
Circle one: Meets Standard Does Not Meet Standard
5. An educational leader in the Edgewood-Colesburg School District promotes the success of all students by acting with integrity, fairness, and in an ethical manner.
The administrator:
- Demonstrates ethical and professional behavior.
- Demonstrates values, beliefs, and attitudes that inspire others to higher levels of performance.
- Fosters and maintains caring professional relationship with staff.
- Demonstrates appreciation for sensitivity to diversity in the school community.
- Is respectful of divergent opinions.
Evidence:
Reflection:
Evaluator Comments:
Circle one: Meets Standard Does Not Meet Standard
6. An educational leader in the Edgewood-Colesburg School District promotes the success of all students by understanding the profile of the community and responding to, and influencing the larger political, social, economic, legal and cultural context.
The administrator:
- Collaborates with service providers and other decision-makers to improve teaching and learning.
- Advocates for the welfare of all members of the learning community.
- Designs and implements appropriate strategies to reach desired goals.
Evidence:
Reflection:
Evaluator Comments:
Circle one: Meets Standard Does Not Meet Standard
General comments by evaluator (these are likely related to topics not addresses above):
Evaluator’s signature___________________________________
Title__________________________________Date______________________
Evaluation period______________________, 2_____ to _____________________, 2_____
Administrator’s signature_____________________________Date_____________________
Reviewed: 04/19/2023
303.7 - Administrator Professional Development
303.7 - Administrator Professional DevelopmentADMINISTRATOR PROFESSIONAL DEVELOPMENT
Code No. 303.7
The board encourages the administrators to continue their professional growth by becoming involved in professional organizations, attending conferences, continuing their education, and participating in other professional activities.
It is the responsibility of the administrators to arrange their schedules in order to attend various conferences and events in which they are involved. Prior to attendance at an event, the administrator must receive approval from the superintendent. In the case where overnight travel or unusual expense is involved, the superintendent will bring it to the attention of the board prior to the administrator attending the event.
The administrator will report to the superintendent after an event.
Legal Reference: Iowa Code § 279.8
281 I.A.C. 12.7.
Cross Reference: 302.6 Superintendent Professional Development
401.7 Employee Travel Compensation
Adopted: 08/19/2002
Reviewed: 04/17/2023
303.8 - Administrator Civic Activities
303.8 - Administrator Civic Activities
ADMINISTRATOR CIVIC ACTIVITIES
Code No. 303.8
The board encourages the administrators to be involved in the school district community by belonging to community organizations and by attending and participating in school district community activities.
It is the responsibility of the administrators to become involved in school district community activities and events. It is within the discretion of the board to pay annual fees for professional organizations and activities.
Legal Reference: Iowa Code § 279.8
Cross Reference: 302.7 Superintendent Civic Activities
Adopted: 08/19/2002
Reviewed: 02/17/2020
Revised: 04/17/2023
303.9 - Administrator Consulting/Outside Employment
303.9 - Administrator Consulting/Outside EmploymentADMINISTRATOR CONSULTING / OUTSIDE EMPLOYMENT
Code No. 303.9
An administrative position is considered full-time employment. The board expects administrators to give the responsibilities of their positions in the school district precedence over other employment. An administrator may accept consulting or outside employment for pay as long as, in the judgment of the board and the superintendent, the work is conducted on the administrator's personal time and it does not interfere with the performance of the administrative duties contracted by the board.
The board reserves the right, however, to request the administrator cease the outside employment as a condition of continued employment. The board will give the administrator thirty days notice to cease outside employment.
Legal Reference: Iowa Code §§ 279.8, .21
Cross Reference: 303.3 Administrator Contract and Contract Non-renewal
303.5 Administrator Duties
Adopted: 08/19/2002
Reviewed: 04/17/2023
304 - Administrative Regulations
304 - Administrative Regulations dawn.gibson.cm… Thu, 07/22/2021 - 10:41304.1 - Development and Enforcement of Administrative Regulations
304.1 - Development and Enforcement of Administrative RegulationsDEVELOPMENT AND ENFORCEMENT OF ADMINISTRATIVE REGULATIONS
Code No. 304.1
Administrative regulations may be necessary to implement board policy. It is the responsibility of the superintendent to develop administrative regulations.
In developing the administrative regulations, the superintendent should consult with administrators or others likely to be affected by the regulations. Once the regulations are developed, employees, students and other members of the school district community will be informed in a manner determined by the superintendent.
The board will be kept informed of the administrative regulations utilized and their revisions. The board may review and recommend change of administrative regulations prior to their use in the school district if they are contrary to the intent of board policy.
It is the responsibility of the superintendent to enforce administrative regulations.
Legal Reference: Iowa Code § 279.8
Cross Reference: 304.2 Monitoring of Administrative Regulations
Adopted: 08/19/2002
Reviewed: 04/17/2023
304.2 - Monitoring of Administrative Regulations
304.2 - Monitoring of Administrative RegulationsMONITORING OF ADMINISTRATIVE REGULATIONS
Code No. 304.2
The administrative regulations will be monitored and revised when necessary. It is the responsibility of the superintendent to monitor and revise the administrative regulations.
The superintendent may rely on the board, administrators, employees, students, and other members of the school district community to inform the superintendent about the effect of and possible changes in the administrative regulations.
Legal Reference: Iowa Code §§ 279.8, .20
Cross Reference: 304.1 Development and Enforcement of Administrative Regulations
Adopted: 08/19/2002
Reviewed: 04/17/20232
305 - Administrator Code of Ethics
305 - Administrator Code of EthicsADMINISTRATOR CODE OF ETHICS Code No. 305
Administrators, as part of the educational leadership in the school district community, represent the views of the school district. Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the school district. Therefore, administrators will conduct themselves professionally and in a manner fitting to their position.
Each administrator will follow the code of ethics stated in this policy. Failure to act in accordance with this code of ethics or in a professional manner, in the judgment of the board, will be grounds for discipline up to, and including, discharge.
The professional school administrator:
- Makes the education and well being of students the fundamental value of all decision making.
- Fulfills all professional duties with honesty and integrity and always acts in a trustworthy and responsible manner.
- Supports the principle of due process and protects the civil and human rights of all individuals.
- Implements local, state and national laws.
- Advises the school board and implements the board's policies and administrative rules and regulations.
- Pursues appropriate measures to correct those laws, policies, and regulations that are not consistent with sound educational goals or that are not in the best interest of children.
- Avoids using his/her position for personal gain through political, social, religious, economic or other influences.
- Accepts academic degrees or professional certification only from accredited institutions.
- Maintains the standards and seeks to improve the effectiveness of the profession through research and continuing professional development.
- Honors all contracts until fulfillment, release or dissolution mutually agreed upon by all parties.
- Accepts responsibility and accountability for one’s own actions and behaviors.
- Commits to serving others above self.
Legal Reference: Iowa Code § 279.8
282 I.A.C. 13.
Cross Reference: 401.13 Staff Technology Use/Social Networking
401.13R1 Staff Technology Use/Social Networking-Regulation
404 Employee Conduct and Appearance
404.R1 Employee Conduct and Appearance-Code of Professional Conduct and Ethic Regulations
404.R2 Employee Conduct and Appearance-Code of Rights & Responsibility Regulations
Adopted: 08/19/2002
Reviewed: 04/17/2023
306 - Succession of Authority to the Superintendent
306 - Succession of Authority to the Superintendent
SUCCESSION OF AUTHORITY TO THE SUPERINTENDENT
Code No. 306
In the absence of the superintendent, it is the responsibility of the other administrators to assume the superintendent's duties. The succession of authority to the superintendent is in this order:
Secondary Principal
Elementary Principal
If the absence of the superintendent is temporary, the successor will assume only those duties and responsibilities of the superintendent that require immediate action. If the board determines the absence of the superintendent will be a lengthy one, the board will appoint an acting superintendent to assume the responsibilities of the superintendent. The successor will assume the duties when the successor learns of the superintendent's absence or when assigned by the superintendent or the board.
References to "superintendent" in this policy manual will mean the "superintendent or the superintendent's designee" unless otherwise stated in the board policy.
Legal Reference: Iowa Code § 279.8
281 I.A.C. 12.4(4).
Adopted: 08/19/2002
Reviewed: 04/17/2023
400 - STAFF PERSONNEL
400 - STAFF PERSONNEL Jen@iowaschool… Thu, 07/01/2021 - 13:10400 - Statement of Guiding Principles for Employees
400 - Statement of Guiding Principles for EmployeesThis series of the board policy manual is devoted to the Board’s goals and objectives for employees in the performance of their jobs. Employees provide a variety of important services for the children of the school district community. They may be teaching or assisting in the classroom, working in the office, maintaining the facilities, driving or repairing the school buses, or cooking lunch. Each employee plays a vital role in providing an equal opportunity for a quality education for students commensurate with the students’ individual needs. While the teachers have the most direct impact on the formal instruction of students, all employees have an impact on the school environment by their actions and their dedication to their work and their actions. As role models for students, employees shall promote a cooperative, enthusiastic, and supportive learning environment for the students.
In striving to achieve a quality education program, the Board’s goal is to obtain and retain qualified and effective employees. The Board shall have complete discretion to determine the number, the qualifications, and the duties of positions and to the school district’s standards of acceptable performance. It shall be the responsibility of the superintendent to make recommendations to the Board in these areas prior to Board action. The Board recognizes its duty to bargain collectively with duly certified collective bargaining units. To the extent a group of employees has a recognized collective bargaining unit, the provisions of the master contract regarding such topics shall prevail.
Board policies in this series relating to general employees will apply to all employees, regardless of their status as an administrator, licensed employee, classified employee, or substitute employee. Board policies relating to licensed employees shall apply to positions that require a teaching license or administrator’s certificate or other professional license, certificate or endorsement, unless administrative positions are specifically excluded from a policy or a more specific policy is in the 300 series, Administration. Classified employees’ policies included in this series will apply to positions that do not fall within the definition of licensed employee.
Adopted: 7/12/84
Revised: 8/19/2019
Reviewed: 4/12/2021
401 - Employees - General
401 - Employees - General dawn.gibson.cm… Sat, 07/17/2021 - 18:21401.1 - Equal Employment Opportunity
401.1 - Equal Employment OpportunityThe Edgewood-Colesburg Community School District will provide equal opportunity to employees and applicants for employment in accordance with applicable equal employment opportunity and affirmative action laws, directives and regulations of federal, state and local governing bodies. Opportunity to all employees and applicants for employment includes hiring, placement, promotion, transfer or demotion, recruitment, advertising or solicitation for employment, treatment during employment, rates of pay or other forms of compensation, and layoff or termination. The school district will take affirmative action in major job categories where women, men, minorities and persons with disabilities are underrepresented. Employees will support and comply with the district's established equal employment opportunity and affirmative action policies. Employees will be given notice of this policy annually.
The board will appoint an affirmative action coordinator. The affirmative action coordinator will have the responsibility for drafting the affirmative action plan. The affirmative action plan will be reviewed by the board at least every two years.
Individuals who file an application with the school district will be given consideration for employment if they meet or exceed the qualifications set by the board, administration, and Iowa Department of Education for the position for which they apply. In employing individuals, the board will consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, sex, national origin, religion, age, sexual orientation, gender identity or disability. In keeping with the law, the board will consider the veteran status of applicants.
Prior to a final offer of employment for any teaching position the school district will perform the background checks required by law. The district may determine on a case-by-case basis that, based on the duties, other positions within the district will also require background checks. Based upon the results of the background checks, the school district will determine whether an offer will be extended. If the candidate is a teacher who has an initial license from the BOEE, then the requirement for a background check is waived.
Advertisements and notices for vacancies within the district will contain the following statement: "The Edgewood-Colesburg Community School District is an EEO/AA employer." The statement will also appear on application forms.
Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, will be directed to the Affirmative Action Coordinator by writing to the:
Affirmative Action Coordinator
Edgewood-Colesburg Community School District
P.O. Box 315
Edgewood, Iowa 52042
Or, by telephoning (563)-928-6411
Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Director of the Region VII office of Civil Rights, U.S. Department of Education, 310 W. Wisconsin Ave., Ste. 800, Milwaukee, Wisconsin, 53203-2292, (414) 291-1111 or the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, Iowa, 50319-1004, (515) 281-4121 or 1-800-457-4416, http://www.state.ia.us/government/crc/index.html. This inquiry or complaint to the federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.
In accordance with Title IX of the Education Amendments Act of 1972, the Edgewood-Colesburg Community School District prohibits sex discrimination, including sexual harassment as defined by the regulations implementing Title IX (34 C.F.R. § 106.30), against any individual participating in any education program or activity of the District. This prohibition on discrimination applies to students, employees, and applicants for employment. The Board authorizes the Superintendent to adopt procedures for any individual to report sex discrimination or sexual harassment, and for the investigation and resolution of such complaints.
Any individual with questions about the District’s Title IX policy and procedures, or who would like to make a report or file a formal complaint of sex discrimination or sexual harassment may contact the District’s designated Title Coordinator, Melissa Connor at 403 West Union St., Edgewood, Iowa, by email at mconner@edge-cole.k12.ia.us , or by phone at (563) 928-6411. A report may also be filed with deputy coordinators:
Karla Trenkamp, ktrenkamp@edge-cole.k12.ia.us , (563) 856-2415, 403 West Union St., Edgewood, Iowa.
Morgan Giesemann, mgiesemann@edge-cole.k12.ia.us , (563) 928-6411, 403 West Union St., Edgewood, Iowa.
Retaliation against a person who made a report or complaint of sexual harassment, assisted, or participated in any manner in an investigation or resolution of a sexual harassment report or complaint is strictly prohibited. Retaliation includes threats, coercion, discrimination, intimidation, reprisals, and/or adverse actions related to employment or education. Any individual who believed they have been retaliated against in violation of this Policy should immediately contact the District’s Title IX Coordinator.
Further information and copies of the procedures for filing a complaint are available in the school district's central administrative office and the administrative office in each attendance center.
Legal Reference: 29 U.S.C. §§ 621-634.
42 U.S.C. §§ 2000e et seq.
42 U.S.C. §§ 12101 et seq.
Iowa Code §§ 19B; 20; 35C; 73; 216; 279.8.
281 I.A.C. 12.4; 95.
Cross Reference: 102 Equal Educational Opportunity
104 Bullying/Harassment
405.2 Licensed Employee Qualifications, Recruitment, Selection
411.2 Support Personnel Qualifications, Recruitment, Selection
Adopted: 2/15/99
Reviewed: 04/21/21
Revised: 02/17/2020
401.1A - Equal Employment Opportunity
401.1A - Equal Employment OpportunityA. District Employment Activities
Applies to aspects of the district’s employment programs, including but not limited to, recruitment, advertising, process of application for employment, promotion, granting of tenure, termination, layoffs, wages, job assignments, leaves of absence of all types, fringe benefits, training programs, employer-sponsored programs, including social or recreational programs and any other term, condition or privilege of employment. Specifically, the following personnel employment practices are prohibited:
- Tests. Administration of any test or other criterion which has a disproportionately adverse effect on persons on the basis of sex unless it is a valid predictor of job success and alternative tests or criterion are unavailable;
- Recruitment. Recruitment of employees from entities which furnish as applicants only or predominately members of one sex, if such action has the effect of discriminating on the basis of sex;
- Compensation. Establishment of rates of pay on the basis of sex;
- Job Classification. Classification of jobs as being for males or females;
- Fringe Benefits. Provision of fringe benefits on basis of sex; all fringe benefit plans must treat males and females equally;
- Marital and Parental Status. Any action based on marital or parental status; pregnancies are considered temporary disabilities for all job-related purposes and shall be accorded the same treatment by the district as are all other temporary disabilities. No inquiry shall be made by the district in job applications as to the marriage status of an applicant, including whether such applicant is "Miss or Mrs.” But, inquiry may be made as to the sex of a job applicant for employment if made of applicants and is not a basis for discrimination.
- Employment Advertising. Any expression of preference, limitation, or specification based on sex, unless sex is a bonafide occupational qualification for the particular job in question.
B. Policy Enforcement. To ensure compliance with this policy, the Superintendent shall:
- Designate a member of the administrative staff;
a. to coordinate efforts of the district to comply with this policy
b. to develop, and ensure the maintenance of a filing system to keep all records required under this policy;
c. to investigate any complaints of violations of this policy;
d. to administer the grievance procedure established in this policy; and
e. to develop affirmative action programs, as appropriate; and
- Provide for the publication of this policy on an ongoing basis to students, parents, employees, prospective employees, and district employee unions or organizations, such publication to include the name, office address, and telephone number of the compliance administrator designated pursuant to this policy in paragraph B, 1 above.
C. Grievance Procedure. Any student or employee of this district who believes he/she has been discriminated against, denied a benefit, or excluded from participation, in any district education program or activity, on the basis of sex in violation of this policy, may file a written complaint with the compliance administrator designated in paragraph B, 1, of this policy above. The compliance administrator shall cause a review of the written complaint to be conducted and a written response mailed to the complainant with ten (10) working days after receipt of the written complaint. A copy of the written complaint and the compliance administrator’s response shall be provided each member of the Board of Education. If the complainant is not satisfied with such response, he/she may submit a written appeal to the Board of Education indicating with particularity the nature of disagreement with the response and his/her reasons underlying such disagreement.
The Board of Education shall consider the appeal at its next regularly scheduled board meeting following receipt of the response.
The Board of Education shall permit the complainant to address the Board in public or closed session, as appropriate and lawful, concerning his/her complaint and shall provide the complainant with its written decision in the matter as expeditiously as possible following completion of the hearing.
D. Evaluation. The superintendent shall present a report to the Board of Education in a public meeting on or about July, describing the district’s compliance with this policy during the previous year, which report can be the basis of an evaluation of the effectiveness of this policy by the Board of Education and a determination as to whether or not additional affirmative action is necessary in light of all the facts.
Legal Reference: Code of Iowa
Adopted: 7/12/84
Reviewed: 4/12/2021
401.1R - Equal Employment Opportunity/Affirmative Action Compliance Program
401.1R - Equal Employment Opportunity/Affirmative Action Compliance ProgramThe Edgewood-Colesburg Community School District has an established policy of Equal Employment Opportunity and Affirmative Action with respect to race, religion, color, sex, age or national origin. We expect the administration to fully accept the Equal Opportunity and Affirmative Action policy and to make certain that no employee or applicant for employment shall suffer any form of discrimination because of race, religion, color, sex, age or national origin. In order to effectively communicate and interpret the district’s policy to all levels of the administration, and to all other employees, community and educational agencies, and the public in general, the following will be undertaken:
A. Dissemination of Policy
1. Employees will be reminded annually of the district’s written statement of policy by:
a. Description of policy by publication or reference is all issues or re-issues of personnel handbooks.
b. When appropriate, publicize the Equal Employment Opportunity and Affirmative Action policy and such activities through news stories or other articles in district publications.
c. Detailed discussions at administrative conferences and staff meetings.
2. Employment advertisements will contain assurance of equal employment opportunity.
3. All employment and recruiting sources where jobs are listed by the district will be reminded of our policy, both verbally and in writing.
4. Notices will be posted on bulletin boards and in locations where applicants are interviewed. These will inform employees and applicants of their rights under federal and state civil rights laws.
B. Responsibility for implementing the Equal Employment Opportunity and Affirmative Action Policy.
1. Responsibility is assigned to the Affirmative Action Coordinator, who will render full assistance and support for those seeking help and assistance in taking
affirmative action.
C. Recruiting
1. Additional emphasis will be given to seeking and encouraging applicants from minority groups, and women’s groups, where such applicants with the necessary qualifications or potentials are available.
D. Training
1. All training and in service programs supported or sponsored by the district will continue to be equally open to minority and female employees on the basis of
qualifications.
E. Hiring, Placement, Transfer, Layoff and Recall
1. The district recognizes that to accomplish the long-range objectives of its Equal Employment Opportunity and Affirmative Action policy, continued affirmative action must be taken to ensure that job opportunities of all kinds are called to the specific attention of members of minority groups and that qualified members of minority groups should be offered positions on the same basis as all other applicants or employees. To assure achievement of the objectives, the district will periodically review its practices in hiring job applicants.
F. Compensation
1. All employees, including women and minority group employees, will receive compensation in accordance with the same standards. Opportunities for performing
overtime work or otherwise earning increased compensation will be afforded to all qualified employees without discrimination based on race, religion, color,
sex, age or national origin.
G. General
1. Not only in the above matters, but in all other areas of the employer-employee relationship, the district will continue to cooperate with minority groups because being fair is the best assurance that is not discriminating or creating the appearance of discrimination.
This Equal Employment Opportunity and Affirmative Action Program will be reviewed and updated annually.
Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action, including but not limited to complaints of discrimination, shall be directed to the Affirmative Action Coordinator by writing to the:
Superintendent of Schools
Affirmative Action Coordinator
Edgewood-Colesburg Community School District
P.O. Box 315
Edgewood, Iowa 52042
or by telephoning the Superintendent’s office at (563) 928-6411.
Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the:
Director of the Region VII Office of Civil Rights
US Department of Education
310 W. Wisconsin, Ave., Suite 800
Milwaukee, Wisconsin 53203-2292
(414) 291-1111
or the
Iowa Civil Rights Commission
211 E. Maple
Des Moines, Iowa 50309
(515) 281-4121
This inquiry or complaint to the federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.
Further information and copies of the procedures for filing a complaint are available in the school district’s central administrative office and the administrative office in each attendance center.
Adopted: 07/16/90
Reviewed: 4/12/2021
401.14-Employee Expression
401.14-Employee ExpressionCode No. 401.14
EMPLOYEE EXPRESSION
The board believes the district has an interest in maintaining an orderly and effective work environment while balancing employees First Amendment rights to freedom of expression and diverse viewpoints and beliefs. When employees speak within their official capacity, their expression represents the district and may be regulated. The First Amendment protects a public employee’s speech when the employee is speaking as an individual citizen on a matter of public concern. Even so, employee expression that has an adverse impact on district operations and/or negatively impacts an employee’s ability to perform their job for the district may still result in disciplinary action up to and including termination.
Employees will comply with Iowa law to the extent that compliance does not infringe on employees’ free speech rights.
Employees who use social media platforms are encouraged to remember that the school community may not be able to separate employees as private citizens, from their role within the district. Employee expression on social media platforms that interferes with the district’s operations or prevents the district from functioning efficiently and effectively may be subject to discipline up to and including termination.
A district employee who acts to protect a student for engaging in free expression or who refuses to infringe on students engaging in free expression; and who is acting within the scope of their professional ethics will not be retaliated against or face any adverse employment action based on their behavior provided that expression is otherwise permitted by law and board policy.
If the board or court finds an employee that is subject to licensure, certification or authorization by the Board of Educational Examiners discriminated against a student or other co-employee, the board will refer the employee to the Board of Educational Examiners for additional proceedings as required by law and which may result in discipline up to and including termination.
Legal Reference: U.S. Const. Amend. I
Kennedy v. Bremerton School District, 597 U.S. ___ (2022)
Iowa Code §§ 279.73; .74; 280.22
Cross Reference: 502.3 Student Expression
504.3 Student Publications
Approved: 11/21/2022
Reviewed:
Revised:
401.2 - Employee Conflict of Interest
401.2 - Employee Conflict of InterestEmployees' use of their position with the school district for financial gain is considered a conflict of interest with their position as employees and may subject employees to disciplinary action.
Employees have access to information and a captive audience that could award the employee personal or financial gain. No employee may solicit other employees or students for personal or financial gain to the employee without the approval of the superintendent. If the approval of the superintendent is given, the employee must conduct the solicitations within the conditions set by the superintendent. Further, the superintendent may, upon five days notice, require the employee to cease such solicitations as a condition of continued employment.
Employees will not act as an agent or dealer for the sale of textbooks or other school supply companies doing business with the school district. Employees will not participate for personal financial remuneration in outside activities wherein their position on the staff is used to sell goods or services to students or to parents. Employees will not engage in outside work or activities where the source of information concerning the customer, client or employer originates from information obtained because of the employee's position in the school district.
It will also be a conflict of interest for an employee to engage in any outside employment or activity which is in conflict with the employee's official duties and responsibilities. In determining whether outside employment or activity of an employee creates a conflict of interest, situations in which an unacceptable conflict of interest is deemed to exist will include, but not be limited to, any of the following:
(1) The outside employment or activity involves the use of the school district's time, facilities, equipment and supplies or the use of the school district's badge, uniform, business card or other evidences of office to give the employee or the employee's immediate family an advantage or pecuniary benefit that is not available to other similarly situated members or classes of members of the general public. For purposes of this section, a person is not "similarly situated" merely by being related to an employee who is employed by the school district.
(2) The outside employment or activity involves the receipt of, promise of, or acceptance of more or other consideration by the employee or a member of the employee's immediate family from anyone other than the school district for the performance of any act that the employee would be required or expected to perform as part of the employee's regular duties or during the hours during which the employee performs service or work for the school district.
(3) The outside employment or activity is subject to the official control, inspection, review, audit or enforcement authority of the employee during the performance of the employee's duties.
If the outside employment or activity is employment or activity in (1) or (2) above, the employee must cease the employment of or activity. If the activity or employment falls under (3), then the employee must:
· Cease the outside employment or activity; or,
· Publicly disclose the existence of the conflict and refrain from taking any official action or performing any official duty that would detrimentally affect or create a benefit for the outside employment or activity. Official action or official duty includes, but is not limited to, participating in any vote, taking affirmative action to influence any vote, or providing any other official service or thing that is not available generally to members of the public in order to further the interests of the outside employment or activity.
It is the responsibility of each employee to be aware of and take the necessary action to eliminate a potential conflict of interest should it arise.
Legal Reference: Iowa Code §§ 20.7; 68B; 279.8; 301.28.
Cross Reference: 203 Board of Directors' Conflict of Interest
402.4 Gifts to Employees
402.7 Employee Outside Employment
404 Employee Conduct and Appearance
Adopted: 12/21/09
Reviewed: 4/12/21
Revised: 2/17/20
401.3-Nepostism
401.3-NepostismNEPOSTISM
Code No. 401.3
More than one family member may be an employee of the school district. It is within the discretion of the superintendent to allow one family member employed by the school district to supervise another family member employed by the school district subject to the approval of the board.
The employment of more than one individual in a family is on the basis of their qualifications, credentials and records.
Legal Reference: Iowa Code §§ 20; 71; 277.27; 279.8 (2013).
203 Board of Directors' Conflict of Interest
405.02 Licensed Employee Qualifications, Recruitment, Selection
411.02 Classified Employee Qualifications, Recruitment, Selection
Adopted: 05/15/2023
Revised:
Reviewed:
401.4 - Employee Complaints
401.4 - Employee ComplaintsEMPLOYEE COMPLAINTS-Code No. 401.4
Complaints of employees against fellow employees should be discussed directly between employees as appropriate for the nature of the complaint. Complaints should be made in a constructive and professional manner. Complaints should generally not be made in the presence of other employees, students or outside persons.
If the complaint cannot be resolved, the employee may discuss the matter with their immediate supervisor. If the matter cannot be resolved within 10 days of speaking with the immediate supervisor, the employee may discuss it with the principal within 10 days of the supervisor's decision. If the matter cannot be resolved by the principal, the employee may discuss it with the superintendent within 10 days after speaking with the principal.
If the matter is not satisfactorily resolved by the superintendent, the employee may ask to have the matter placed on the board agenda of a regularly scheduled board meeting in compliance with board policy. The board retains discretion as to whether to consider or take action on any complaint.
This policy is designed to create an appropriate process for pursuing general employee complaints. However, employees wishing to address a complaint on a topic with a more specialized procedure such as master contract grievances, or bullying or harassment claims should follow the appropriate process set forth in the master contract, employee handbook or other board policies specific to that topic.
Legal Reference: Iowa Code §§ 20; 279.8
Cross Reference: 210.8 Board Meeting Agenda
Adopted: 07/12/84
Reviewed: 4/12/2021
Revised: 11/15/2021
401.5 - Employee Records
401.5 - Employee RecordsThe school district shall maintain personnel records on employees. The records are important for the daily administration of the educational program, for implementing board policy, for budget and financial planning, and for meeting state and federal requirements.
The records shall include, but not be limited to, records necessary for the daily administration of the school district, salary records, evaluations, application for employment, references, and other items needed to carry out board policy. Employee personnel files are school district records and are considered confidential records and therefore are not generally open to public inspection or accessibility. Only in certain limited instances, when the employee has given a signed consent, will employee personnel records be accessible to individuals other than the employee or authorized school officials.
Employees may have access to their personnel files, with the exception of letters of reference, and copy items from their personnel files at a time mutually agreed upon between the superintendent and the employee. The school district may charge a reasonable fee for each copy made. However, employees will not be allowed access to the employment references written on behalf of the employee. Board members will generally only have access to an employee’s file when it is necessary because of an employee related matter before the board.
It shall be the responsibility of the superintendent to keep employees’ personnel file current. The board secretary shall be the custodian of employee records.
It shall be the responsibility of the superintendent to develop administrative regulations for the implementation of this policy.
Legal Reference: Iowa Code chapters 20; 21; 22; 91B (1999).
Clymer v. City of Cedar Rapids, No. 209/97-1705 (Iowa 1999).
Des Moines Independent Community School District v. Des Moines Register and Tribune Company, 487 N.W. 2d 666 (Iowa 1992). City of Dubuque v.
Telegraph Herald, Inc., 297 N.W. 2d 523 (Iowa 1980).
Cross Reference: 402.1 Release of Credit Information
403 Employees’ Health and Well-Being
708 Care, Maintenance and Disposal of School District Records
Adopted: 05/15/00
Reviewed: 04/12/2021
401.5R1 - Employee Records Regulation
401.5R1 - Employee Records RegulationEMPLOYEE RECORDS REGULATION
Code No. 401.5R1
Employee Personnel Records Content
1. Employee personnel records may contain the following information:
- Personal information including, but not limited to, name, address, telephone number, emergency numbers, birth date and spouse.
- Individual employment contract.
- Evaluations.
- Application, resume and references.
- Salary information.
- Copy of the employee's license or certificate, if needed for the position.
- Educational transcripts.
- Assignment.
- Records of disciplinary matters.
2. Employee health and medical records are kept in a file separate from the employee's personnel records. Health and medical records may contain, but are not limited to:
- Medical professional signed physical form.
- Sick or long-term disability leave days.
- Worker's compensation claims.
- Reasonable accommodation made by the school district to accommodate the employee's disability.
- Employee's medical history.
- Employee emergency names and numbers.
- Family and medical leave request forms.
3. The following are considered public personnel records available for inspection:
- The name and compensation of the individual, including any written agreement establishing compensation or any other terms of employment, except for that information that is otherwise protected. “Compensation” includes the value of benefits conferred including, but not limited to: casualty, disability, life or health insurance, other health or wellness benefits, vacation, holiday and sick leave, severance payments, retirement benefits and deferred compensation;
- The dates the individual was employed by the government body;
- The positions the individual holds or has held with the government body;
- The educational institutions attended by the individual, including any diplomas and degrees earned, and the names of the individual’s previous employers, positions previously held and dates of previous employment;
- The fact that the individual resigned in lieu of termination, was discharged, or was demoted as a result of a disciplinary action, and the documented reasons and rationale for the resignation in lieu of termination, the discharge, or the demotion. “Demoted” or “demotion” mean a change of an employee from a position in a given classification to a position in a classification having a lower pay grade; and;
- Personal information in confidential personnel records of government bodies relating to student employees shall only be released pursuant to the Family Educational Privacy Rights Act (FERPA.)
Applicant File Records Content
Records on applicants for positions with the school district are maintained in the central administration office. The records will include, but not be limited to:
- Application for employment.
- Resume.
- References.
- Evidence of appropriate license or certificate, if necessary for the position for which the individual applied.
- Affirmative action form, if submitted.
Record Access
Only authorized school officials will have access to an employee's records without the written consent of the employee. Authorized school officials may include, but not be limited to, the superintendent, building principal, or board secretary. In the case of a medical emergency, the school nurse or other first aid or safety personnel may have access to the employee's health or medical file without the consent of the employee. Board members will generally only have access to an employee's personnel file without the consent of the employee when necessary for the conducting of board business.
Adopted: 05/15/00
Reviewed: 06/19/2023
Revised: 06/19/2023
401.7 - Travel Allowance
401.7 - Travel AllowanceEmployees traveling on behalf of the school district and performing approved school district business will be reimbursed for their actual and necessary expenses. Actual and necessary travel expenses will include, but not be limited to, transportation and/or mileage cost, lodging expenses, meal expenses, and registration cost.
Travel Outside the School District: Travel outside of the school district must be pre-approved by the superintendent or designee. Travel shall be (1) by common carrier, using the lowest possible fare when such transportation is available and will serve the time schedule of the individual; or (2) by private automobile if school vehicle is unavailable. If the individual chooses to go by automobile, the maximum travel cost shall not exceed the cost of the economy/coach class air travel.
The rates for reimbursement shall be for actual expenses incurred, plus a per-mile rate which is hereby set by the Board at the rate of 45 cents per mile. An itemized account of all expenses, accompanied by receipted hotel/motel bill for overnight lodging, shall be presented to the Board for payment.
All administrative personnel shall be reimbursed for any travel necessary to the performance of their assigned duties. This does not include travel between their homes and their offices. All other personnel shall be reimbursed for any travel out of the district from the building in which they normally begin their day of service. This does not include to and from work and home.
Travel Within the School District: Employees required to travel in their personal vehicle between school district buildings to conduct of school business of the district other that herein set forth, shall be reimbursed for the travel between schools and travel at the direction of the district at the rate of 45 cents per mile. Travel between Edgewood and Colesburg shall be calculated at 12 miles one way. These are base on the most direct route. Should a detour arise employees will be compensated for additional miles.
Travel between buildings shall be approved by superintendent or designee. Proper forms shall be filed monthly unless approved differently.
Legal Reference: Iowa Code Sections 79.9, 279.32
Adopted: 04/13/87
Revised: 11/09/15
Reviewed: 04/12/21
401.8 - Recognition for Service of Employees
401.8 - Recognition for Service of EmployeesThe board recognizes and appreciates the service of its employees. The board, administration and staff may honor employees who retire or resign in an appropriate manner.
Legal Reference: Iowa Constitution, Art. III § 31.
Iowa Code § 279.8 (2007).
1980 Op. Att’y Gen. 102.
Cross Reference: 407 Licensed Employee Termination of Employment
413 Classified Employee Termination of Employment
Adopted: 06/16/2008
Reviewed: 04/12/21
Revised: 03/14/16
401.9 - Employee Political Activity
401.9 - Employee Political ActivityEmployees shall not engage in political activity upon property under jurisdiction of the Board. Activities including, but not limited to, posting of political circulars or petitions, the distribution of political circulars or petitions, the collection of or solicitation for campaign funds, solicitation for campaign workers, and the use of students for writing or addressing political materials, or the distribution of such materials to or by students are specifically prohibited.
Violation of this policy may be grounds for disciplinary action.
Legal Reference: Iowa Code 55; 279.8
Cross Reference: 409.5 Licensed Employee Political Leave
414.5 Classified Employee Political Leave
Adopted: 03/15/99
Reviewed: 04/12/21
Revised: 02/17/20
401.13 - Staff Technology Use/Social Networking
401.13 - Staff Technology Use/Social NetworkingComputers, electronic devices and other technology are a powerful and valuable education and research tools and, as such, are an important part of the instructional program. In addition, the school district depends upon technology as an integral part of administering and managing the schools’ resources, including the compilation of data and recordkeeping for personnel, students, finances, supplies and materials. This policy outlines the board’s expectations in regard to these different aspects of the school district’s computer resources. Employees must conduct themselves in a manner that does not disrupt from or disrupt the educational process and failure to do so will result in discipline, up to and including discharge.
General Provisions
The superintendent is responsible for designating Technology director to oversee the use of school district technology resources. The Technology director will prepare in-service programs for the training and development of school district staff in technology skills, appropriate use of district technology and for the incorporation of technology use in subject areas.
The superintendent, working with appropriate staff, shall establish regulations governing the use and security of the school district’s technology resources. The school district will make every reasonable effort to maintain the security of district networks and devices. All users of the school district’s technology resources, including students, staff and volunteers, shall comply with this policy and regulation, as well as others impacting the use of school equipment and facilities. Failure to comply may result in disciplinary action, up to and including discharge, as well as suspension and/or revocation of technology access privileges.
Usage of the school district’s technology resources is a privilege, not a right, and that use entails responsibility. District-owned technology; and district maintained social media and e-mail accounts are the property of the school district. Therefore, users of the school district’s network must not expect, nor does the school district guarantee, privacy for e-mail or use of the school district’s network including web sites visited. The school district reserves the right to access and view any material stored on school district equipment or any material used in conjunction with the school district’s network.
The superintendent, working with the appropriate staff, shall establish procedures governing management of technology records in order to exercise appropriate control over records, including financial, personnel and student information. The procedures will address at a minimum:
- passwords,
- system administration,
- separation of duties,
- remote access,
- data back-up (including archiving of e-mail),
- record retention, and
- Disaster recovery plans.
Social Networking or Other External Web Sites
For purposes of this policy any web site, other than the school district web site or school-school district sanctioned web sites, are considered external web sites. Employees shall not post confidential or proprietary information, including photographic images, about the school district, its employees, students, agents or others on any external web site without consent of the superintendent. The employee shall adhere to all applicable privacy and confidentiality policies adopted by the school district when on external web sites. Employees shall not use the school district logos, images, iconography, etc. on external web sites. Employees shall not use school district time or property on external sites that are not in direct-relation to the employee’s job. Employees, students and volunteers need to realize that the internet is not a closed system and anything posted on an external site may be viewed by others, all over the world. Employees, students and volunteers who don’t want school administrators to know their personal information, should refrain from exposing it on the internet. Employees, who would like to start a social media site for school district sanctioned activities, should contact the superintendent.
It is the responsibility of the superintendent to develop administrative regulations implementing this policy.
Legal Reference: Iowa Code § 279.8
281 I.A.C. 13.35, .26.
Cross Reference: 104 Anti-Bullying/Harassment
305 Administrator Code of Ethics
401.11 Employee Orientation
407 Licensed Employee Termination of Employment
413 Classified Employee Termination of Employment
605 Instructional Materials
Approved: 02/17/2020
Reviewed: 04/12/2021
Revised: 04/12/2021
401.13R1 - Staff Technology Use/Social Networking Regulation
401.13R1 - Staff Technology Use/Social Networking RegulationGeneral
The following rules and regulations govern the use of the school district's network systems, employee access to the internet, and management of digital records:
- Employees will be issued a school district e-mail account. Passwords must be changed periodically.
- Each individual in whose name an access account is issued is responsible at all times for its proper use.
- Employees are expected to review their e-mail regularly throughout the day, and shall reply promptly to inquiries with information that the employee can reasonably be expected to provide.
- Communications with parents and/or students must be made on a school district computer, unless in the case of an emergency.
- Employees may access the internet for education-related and/or work-related activities.
- Employees shall refrain from using technology resources for personal use, including access to social networking sites.
- Use of the school district technology and school e-mail address is a public record. Employees cannot have an expectation of privacy in the use of the school district’s computers.
- Use of technology resources in ways that violate the acceptable use and conduct regulation, outlined below, will be subject to discipline, up to and including discharge.
- Use of the school district’s network is a privilege, not a right. Inappropriate use may result in the suspension or revocation of that privilege.
- Off-site access to the school district network will be determined by the superintendent in conjunction with appropriate personnel.
- All network users are expected to abide by the generally accepted rules of network etiquette. This includes being polite and using only appropriate language. Abusive language, vulgarities and swear words are all inappropriate.
- Network users identifying a security problem on the school district's network must notify appropriate staff. Any network user identified as a security risk or having a history of violations of school district computer use guidelines may be denied access to the school district's network.
- Employees are representatives of the district at all times and must model appropriate character, both on and off the worksite. This applies to material posted with personal devices and on personal websites and/or social media accounts. Posted messages or pictures which diminish the professionalism or discredit the capacity to maintain respect of students and parents may result in disciplinary action up to and including termination if the content posted is found to be disruptive to the educational environment and adversely impacts the employee’s ability to effectively serve as a role model or perform his/her job duties for the district. The type of material that would affect an employee’s ability to serve as an appropriate role model includes, but is not limited to, text or depictions involving hate speech, nudity, obscenity, vulgarity or sexually explicit content. Employee communications with students should be limited as appropriate. If there is any uncertainty, employees should consult their building administrator.
Prohibited Activity and Uses
The following is a list of prohibited activity for all employees concerning use of the school district's network. Any violation of these prohibitions may result in discipline, up to and including discharge, or other appropriate penalty, including suspension or revocation of a user's access to the network.
- Using the network for commercial activity, including advertising, or personal gain.
- Infringing on any copyrights or other intellectual property rights, including copying, installing, receiving, transmitting or making available any copyrighted software on the school district computer network. See Policy 605.7, Use of Information Resources for more information.
- Using the network to receive, transmit or make available to others obscene, offensive, or sexually explicit material
- Using the network to receive, transmit or make available to others messages that are racist, sexist, and abusive or harassing to others.
- Use of another’s account or password.
- Attempting to read, delete, copy or modify the electronic mail (e-mail) of other system users.
- Forging or attempting to forge e-mail messages.
- Engaging in vandalism. Vandalism is defined as any malicious attempt to harm or destroy school district equipment or materials, data of another user of the school district’s network or of any of the entities or other networks that are connected to the Internet. This includes, but is not limited to, creating and/or placing a virus on the network.
- Using the network to send anonymous messages or files.
- Revealing the personal address, telephone number or other personal information of oneself or another person.
- Intentionally disrupting network traffic or crashing the network and connected systems.
- Installing personal software or using personal technology on the school district’s technology and/or network without the permission of the technology director.
- Using the network in a fashion inconsistent with directions from teachers and other staff and generally accepted network etiquette.
Other Technology Issues
Employees with personal cell phones should avoid using their phones for school district business. Employees should contact students and their parents through school district technology or phone system unless in the case of an emergency or with prior consent of the principal. Employees should not release their cell phone number, personal e-mail address, etc. to students or their parents. Employees, who are coaches or sponsors of activities, may create a text list of students and parents in order to communicate more effectively as long as the texts go to all students and the principal is included in the text address list.
Adopted: 02/17/2020
Reviewed: 04/12/2021
Revised: 04/12/2021
402 - Employees and Internal Relations
402 - Employees and Internal Relations dawn.gibson.cm… Sat, 07/17/2021 - 17:54402.2 - Child Abuse Reporting
402.2 - Child Abuse Reporting
Code No. 402.2
CHILD ABUSE REPORTING
In compliance with state law and to provide protection to victims of child abuse, the board believes incidents of alleged child abuse should be reported to the proper authorities. All licensed school employees, teachers, coaches and paraeducators and all school employees 18 years of age or older are mandatory reporters as provided by law and are to report alleged incidents of child abuse they become aware of within the scope of their professional duties.
When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter shall make an oral report of the suspected child abuse to the Iowa Department of Human Services within 24 hours of becoming aware of the abusive incident and shall make a written report to the Iowa Department of Human Services within 48 hours following the oral report. If the mandatory reporter believes the child is in immediate danger, the local law enforcement agency will also be notified.
Within six months of their initial employment, mandatory reporters will take a two-hour training course involving the identification and reporting of child abuse and dependent adult abuse or submit evidence they’ve taken the course within the previous three years. After July 1, 2019, employees who have previously taken mandatory reporter training will be required to take the two-hour training course before the expiration of their current training certificate. Once the training course has been taken, the certificate will remain valid for three years. Employees who have taken the post-July 1, 2019, two-hour training course will take the one-hour follow up training course every three years and prior to the expiration of their certificate.
Legal Reference: Iowa Code §§ 232.67-.77; 232A; 235A; 280.17 .
441 I.A.C. 9.2; 155; 175.
Cross Reference: 402.3 Abuse of Students by School District Employees
502.9 Interviews of Students by Outside Agencies
507 Student Health and Well-Being
Adopted: 07/12/89
Reviewed: 08/15/2023
Revised: 08/15/2023
402.2R1 - Child Abuse Reporting Regulation
402.2R1 - Child Abuse Reporting RegulationIowa law requires licensed employees to report to the Iowa Department of Human Services (DHS) instances of suspected child abuse which they become aware of within the scope of their professional practice.
The law further specifies that a licensed employee who knowingly or willfully fails to report a suspected case of child abuse is guilty of a simple misdemeanor and that the licensed employee may be subject to civil liability for damages caused by the failure to report.
Employees participating in good faith in the making of a report or in a judicial proceeding that may result from the report, are immune from liability.
Child Abuse Defined
“Child abuse” is defined as:
- Any non-accidental physical injury, or injury which is at variance with the history given of it, suffered by a child as the result of the acts or omissions of a person responsible for the care of the child.
- The commission of a sexual offense with or to a child. . . as a result of the acts or omissions of the person responsible for the child . . . Sexual offense includes sexual abuse, incest, and sexual exploitation of a minor.
- The failure on the part of a person responsible for the care of a child to provide for the adequate food, shelter, clothing or other care necessary for the child’s welfare when financially able to do so. A parent or guardian legitimately practicing religious beliefs who does not provide specified medical treatment for a child for that reason alone shall not be considered abusing the child. . .
- The acts or omissions of a person responsible for the care of a child which allow, permit or encourage the child to engage in acts prohibited pursuant to Iowa Code, section 725.1 which deals with prostitution.
Teachers in public schools are not “persons responsible for the care of the child” under this definition. However, a teacher who abuses a child is subject to civil, criminal, and professional sanctions.
Reporting Procedures
Licensed employees, including teachers and school nurses, are required to report, either orally or in writing, within twenty-four (24) hours to the Iowa Department of Human Services (DHS) when the employee reasonably believes a child has suffered from abuse within the scope of employment. Within forty-eight (48) hours of an oral report, a written report must be filed with DHS.
Each report should contain as much of the following information as can be obtained within the time limit. However, the law specifies a report will be considered valid even if it does not contain all of the following information:
- name, age, and home address of the child;
- name and home address of the parents, guardians or other persons believed to be responsible for the care of the child;
- the child’s present whereabouts if not the same as the parent’s or other person’s home address;
- description of injuries, including evidence of previous injuries;
- name, age, and condition of other children in the same home;
- any other information considered helpful; and,
- name and address of the person making the report.
Board policy states it is not the responsibility of employees to prove that a child has been abused or neglected. Employees should not take it upon themselves to investigate the case or contact the family of the child. The DHS is responsible for investigating the incident of alleged abuse.
Adopted: 07/12/84
Reviewed: 04/12/21
402.3 - Abuse of Students by School District Employees
402.3 - Abuse of Students by School District EmployeesPhysical or sexual abuse of students, including inappropriate and intentional sexual behavior, by employees will not be tolerated. The definition of employees for the purpose of this policy includes not only those who work for pay but also those who are volunteers of the school district under the direction and control of the school district. Employees found in violation of this policy will be subject to disciplinary action up to and including discharge.
The school district will respond promptly to allegations of abuse of students by school district employees by investigating or arranging for the investigation of an allegation. The processing of a complaint or allegation will be handled confidentially to the maximum extent possible. Employees are required to assist in the investigation when requested to provide information and to maintain the confidentiality of the reporting and investigation process.
The school district has appointed Level I investigator and alternate Level I investigator. The school district has also arranged for a trained, experienced professional to serve as the Level II investigator. The Level I investigator and alternate will be provided training in the conducting of an investigation at the expense of the school district. The names of the investigators shall be listed in the student handbook, published annually in the local newspaper and posted in all school facilities.
The superintendent is responsible for drafting administrative regulations to implement this policy
Legal Reference: Iowa Code §§ 232.67, .70, .73, .75; 235A; 272A; 280.17;
709; 728.12 (1) (1997).
281 I.A.C. 102; 103.
441 I.A.C. 155; 175.
1980 Op. Att’y Gen. 275
Cross Reference: 402.2 - Child Abuse Reporting
403.4 - Harassment
503.5 - Corporal Punishment
Adopted: 11/20/89
Reviewed: 04/12/21
402.3E1 - Abuse of Students by School District Employees Report Form
402.3E1 - Abuse of Students by School District Employees Report FormComplaint of Injury to or Abuse of a Student by a School District Employee
Please complete the following as fully as possible. If you need assistance, contact the Level I investigator in your school.
Student’s name and address:__________________________________________________
________________________________________________________________________
________________________________________________________________________
Student’s telephone number: _________________________________________________
Student’s attendance center: _________________________________________________
Name and place of employment of employee accused of abusing student: ______________
________________________________________________________________________
Allegation is of _____physical abuse _____sexual abuse*
Please describe what happened. Include the date, time and where the incident took place, if known. If physical abuse is alleged, also state the nature of the student’s injury:
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Where there any witnesses to the incident or are there student or persons who may have information about this incident? _____yes _____no
If yes, please list by name, if known, or classification (for example: “third grade class,” “fourth period geometry class”):_____________________________________
__________________________________________________________________
Parents of children who are in pre-kindergarten through sixth grade and whose children are the alleged victims of or witnesses to sexual abuse have the right to see and hear any interviews of their children in this investigation. Please indicate “yes” if the parent/guardian wishes to exercise this right:
_____Yes _____No Telephone No._______________________________
Has any professional person examined or treated the student as a result of the incident?
_____Yes _____No _____Unknown
If yes, please provide the name and address of the professional(s) and the date(s) of examination or treatment, if known: ________________________________________________________________________
________________________________________________________________________
Has anyone contacted law enforcement about this incident? _____Yes _____No
Please provide any additional information you have which would be helpful to the investigator. Attach additional pages if needed.
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Your name, address and telephone number: _____________________________________
Relationship to student: ____________________________________________________
_____________________________ _____________________________
Complainant Signature Witness Signature
Date______________ _______________________
Witness Name (please print)
_________________________
_________________________
Witness Address
Be advised that you have the right to contact the police or sheriff’s office, the county attorney, a private attorney, or the State Board of Educational Examiners (if the accused is a licensed employee) for investigation of this incident. The filing of this report does not deny you that opportunity.
You will receive a copy of this report (if you are the named student’s parent or guardian) and a copy of the Investigator’s Report within fifteen (15) calendar days of filing this report unless the investigation is turned over to law enforcement.
Reviewed: 04/12/21
402.3E2 - Abuse of Students by School District Employees Investigation
402.3E2 - Abuse of Students by School District Employees InvestigationReport of Level I Investigation
Student’s name: ________________________________________________
Student’s age: ____________Student’s grade: _______________
Student’s address: _______________________________________________
Student’s attendance center: _______________________________________
Name of accused school employee: __________________________________
Building: _____________________________________________________
Name and address of person filing report: ______________________________________
_______________________________________________________________________
Name and address of student’s parent or guardian, if different from person filing report:
_______________________________________________________________________
Date report of abuse was filed: ___________________________
_____Physical abuse _____Sexual abuse*
Describe the nature, extent and cause of the student’s injury, if any and if known: (attach additional pages if needed). _______________________________________________
Describe your investigation: (Attach additional pages if needed. Please do not use student witnesses’ full names.) ____________________________________________________
*Were parent(s) or guardian(s) advised of their right to see and hear any interview of their pre-kindergarten through sixth grade children who are alleged victims of or a witness in a sexual abuse investigation? _____Yes _____No
Was the right exercised? _____Yes _____No
Were audio tapes made of any interview? _____Yes _____No
Were video tapes made of any interviews? _____Yes _____No
Was any action taken to protect the student during or as a result of the investigation?
_____Yes _____No If yes, describe:______________________________________
_______________________________________________________________________
_______________________________________________________________________
_____student excused from school
_____school employee place on administrative or other leave
_____student assigned to different class
_____other (please specify)
Level I investigator’s conclusions:
_____The complaint is being dismissed for lack of jurisdiction.
_____Physical abuse was alleged, but no allegation of injury was made.
_____Physical abuse was alleged, but no evidence of physical injury exists and the nature of the alleged incident makes it unlikely an injury, s defined in the rules,
occurred.
_____Sexual abuse was alleged, but the alleged actions of the school employee, even if true, would not meet the definition of sexual abuse in the rules.
_____Alleged victim was not a student at the time of the incident.
_____Alleged school employee is not currently employed by this school district.
_____Alleged incident did not occur on school grounds, on school time, at a school- sponsored activity, not in a school-related context.
_____The complaint has been investigated and concluded at Level I as unfounded.
_____Complaint was withdrawn.
_____Insufficient evidence exists that an incident of abuse, as defined in the rules, took place.
_____The complaint has been investigated at Level I and is founded.
_____The investigation is founded at Level I and is being turned over to Level II for further investigation.
_____Investigation of the complaint was deferred at Level I and referred to law enforcement at this time.
_____The investigation is concluded at Level I because the accused school employee has admitted the violation, has resigned, or has agreed to relinquish any
teaching license held.
Current status of investigation:
_____Closed. No further investigation is warranted.
_____Closed and referred to school officials for further investigation as a personnel matter.
_____Deferred to law enforcement officials.
_____Turned over to Level II investigator.
Other comments:__________________________________________________________ _______________________________________________________________________
_______________________________________________________________________
I have given a copy of the report of abuse and of this investigative report to the employee named in the report, the employee’s supervisor, and the student’s parent or guardian and informed the person filing the report of the options of contacting law enforcement, private counsel, or the State Board of Educational Examiners, if the accused school employee holds an Iowa teacher’s certificate or license.
____________________________________ ______________________________
Name of investigator (please print) Investigator’s place of employment
____________________________________ ______________________________
Signature of investigator Date
402.3R1 - Abuse of Students by School District Employees Regulation
402.3R1 - Abuse of Students by School District Employees RegulationAn individual who has knowledge an employee has physically or sexually abused a student may immediately report it to the building principal who is the school district’s Level I investigator for that building. “Employee” means one who works for pay or as a volunteer under the direction and control of the school district. The report shall be written, signed and witnessed by a person of majority age. The witness may be the Level I investigator. The reporter is the individual filing the report. The report shall contain the following:
• The full name, address, and telephone number of the person filing.
• The full name age, address, and telephone number, and attendance center of the student.
• The name and place of employment of the employee who allegedly committed the abuse.
• A concise statement of the facts surrounding the incident, including date, time, and place of occurrence, if known.
• A list of possible witnesses by name, if know.
• Names and locations of persons who examined, counseled or treated the student for the alleged abuse, including the dates on which those services were provided, if known.
Upon request, the Level I investigator may assist the reporter in completing the report. An incomplete report shall not be rejected unless the missing information would render the investigation futile or impossible. An employee receiving a report of alleged abuse of a student by an employee shall pass the report to the investigator and shall keep the report confidential to the maximum extent possible. In performing the investigation, the investigator shall have access to the educational records of the alleged student victim as well as access to the student for interviewing purposes.
In order for the school district to have jurisdiction over the acts and to constitute a violation of the law, acts of the employee must be alleged to have occurred on school grounds, on school time, at a school-sponsored activity, or in a school-related context. However, the student need not be a student in the school district. The student can be from another school district. To be investigable, the written report must include basic information showing that the victim of the alleged abuse is or was a student at the time of the incident, that the alleged act of the employee resulted in injury or otherwise meet the definition of abuse in these rules, and that the person responsible for the act is currently an employee. If the report is not investigable due to lack of jurisdiction, the investigator shall dismiss the complaint and inform the reporter of other options available. Other options available to the reporter include contacting law enforcement authorities, private counsel, or the Board of Educational Examiners in the case of a licensed employee.
If the Level I investigator believes the student is in imminent danger if continued contact is permitted between the employee and the student, the Level I investigator may:
• temporarily remove the student from contact with the employee;
• temporarily remove the employee from service; or,
• take other appropriate action to ensure the student’s safety.
The Level I investigator shall have access to the educational records of the student and access to the student for purposes of interviewing the student about the report.
Physical Abuse Allegations
When physical abuse is reported, the Level I investigator shall make copies of the report and give a copy to the person filing the report, the student’s parents and the immediate supervisor of the employee named in the report. The employee named in the report shall not receive a copy of the report until the employee is initially interviewed.
The Level I investigator shall use discretion in handling the information received regarding an investigation of abuse by an employee, and those persons involved in the investigation shall not discuss information regarding the complaint outside the investigation. The entire investigative procedure will be thoroughly explained, including the confidential nature of the proceedings, to the student and other persons involved in the investigation.
Within five (5) days of receipt of an investigable report, the Level I investigator shall complete an informal investigation. The informal investigation shall consist of interviews with the student, the employee and others who may have knowledge of the allegations in the report are founded and that immediate and professional investigation is necessary, the Level I investigator may defer further investigation and contact appropriate law enforcement officials, the student’s parents and the person filing the report. Within fifteen (15) days of receipt of the report, the Level Investigator shall complete a written investigative report, unless the investigation was temporarily deferred.
The written investigative report shall include:
1. The name, age, address and attendance center of the student named in the report.
2. The name and address of the student’s parent or guardian and the name and address of the person filing the report, if different from the student’s parent or
guardian.
3. The name and work address of the employee named in the report as allegedly responsible for the abuse of the student.
4. An identification of the nature, extent and cause, if known, of any injuries or abuse to the student named in the report.
5. A general review of the investigation.
6. Any actions taken for the protection and safety of the student.
7. A statement that, in the investigator’s opinion, the allegations in the report are either
• Unfounded. (It is not likely that an incident, as defined in these rules, took place), or
• Founded. (It is likely that an incident took place.)
8. The disposition or current status of the investigation.
9. A listing of the options available to the parents or guardian of the student to pursue the allegations. These options include, but are not limited to:
• Contacting law enforcement officials.
• Contacting private counsel for the purpose of filing a civil suit or complaint.
• Filing a complaint with the board of educational examiners if the employee is a licensed employee.
The investigator shall retain the original and provide a copy of the written investigative report to the school employee named in the report, the employee’s supervisor and the student’s parent or guardian. The person filing the report, if not the student’s parent or guardian, shall be notified only that the Level I investigation has been concluded and of the disposition or anticipated disposition of the case.
It is the responsibility of the Level I investigator to determine whether it is more likely than not that an incident of abuse as defined in the rules took place between the student and employee. The Level I investigator does not make the determination of whether the use of physical contact was appropriate or whether any of the exceptions apply. That is the responsibility of the Level II investigator. Upon completion of the report, if the Level I investigator determines the allegations of physical abuse are founded and serious, the Level I investigator shall notify law enforcement authorities. If the allegations are founded but the physical abuse is not of a serious nature, the Level I investigator shall refer the case on to the Level II investigator.
The Level II investigator shall review the Level I investigator’s final investigative report and conduct further investigation. The Level II investigative report shall state the conclusion as to the occurrence of the alleged incident, the applicability of exceptions, the reason for the contact or force used, and recommendations regarding the need for further investigation. In determining the applicability of the exceptions or the reasonableness of the contact or force used, the Level II investigator will use the following definitions:
a. Using reasonable and necessary force, not designed or intended to cause pain:
(1) To quell a disturbance or prevent an act that threatens physical harm to any person.
(2) To obtain possession of a weapon or other dangerous object within a pupil’s control.
(3) For the purposes of self-defense of defense of others as provide for in Iowa Code § 704.3.
(4) For the protection of property as provided for in Iowa Code §§ 704.4,.5.
(5) To remove a disruptive pupil from class, or any area of school premises from school-sponsored activities off school premises.
(6) To prevent a student from the self-infliction of harm.
(7) To protect the safety of others.
b. Using incidental, minor, or reasonable physical contact to maintain order and control.
In determining the reasonableness of the contact or force used, the following factors shall be considered:
a. The nature of the misconduct of the student, if any, precipitating the physical contact by the school employee.
b. The size and physical condition of the student.
c. The instrumentality used in making the physical contact.
d. The motivation of the school employee initiating the physical contact.
“Reasonable force” is that force and no more which a reasonable person, in like circumstances, would judge to be necessary to prevent an injury or loss and can
include deadly force if it is reasonable to believe that such force is necessary to avoid injury or risk to one’s life or safety or the life or safety of another, or it is reasonable to believe that such force is necessary to resist a like force or threat.
Upon completion of the Level II investigation, the Level I investigator shall forward copies of the Level II investigative report to the employee, the employee’s immediate supervisor and the student’s parent. The Level I investigator shall notify the person filing the report of the current status of the case.
If the Level II investigator’s report or law enforcement officials conclude abuse occurred, or the employee admits the violation, or the employee has surrendered the employee’s certificate or license, the Level I investigator shall file a complaint with the State Board of Educational Examiners. The Level I investigator shall also arrange for counseling services for the student if the student or student’s parents request counseling services.
Sexual Abuse
Sexual abuse is defined as including sexual acts involving a student, acts that encourage the student to engage in prostitution, as well as inappropriate, intentional sexual behavior or sexual harassment by the employee toward a student. “Sexual harassment” is defined as unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature when:
1. Submission to the conduct is made either implicitly or explicitly a term or condition of the student’s education or benefits;
2. Submission to or rejection of the conduct is used as the basis for academic decisions affecting that student; or
3. The conduct has the purpose or effect of substantially interfering with a student’s academic performance by creating an intimidating, hostile or offensive education environment.
When sexual abuse is reported, the Level I investigator shall make copies of the report and give a copy to the person filing the report, the student’s parents and the immediate supervisor of the employee named in the report. The employee named in the report shall not receive a copy of the report until the employee is initially interviewed. The designated investigator shall not interview the school employee named in a report of sexual abuse until after a determination is made that jurisdiction exists, the alleged victim has been interviewed and a determination made that the investigation will not be deferred.
The investigator shall notify the parent, guardian or legal custodian of a student in pre-kindergarten through grade six, of the date and time of the interview and of the right to be present or to see and hear the interview or send a representative in the parent’s place. The Level I investigator shall interview the student as soon as possible, in no case later than five (5) days from the receipt of a report or notice of the allegation of sexual abuse. The Level I investigator may record the interview electronically.
The Level I investigator shall exercise discretion in the investigative process to preserve the privacy interests of the individuals involved. To the maximum extent possible, the investigator shall maintain the confidentiality of the report.
It is the responsibility of the Level I investigator to determine whether it is more likely than not that an incident took place between the employee and the student. If the Level I investigator believes the employee committed a sex act with a student or sexually exploited a student, the Level I investigator shall defer the Level I investigation and immediately notify law enforcement officials, the student’s parents and the person filing the report.
If the Level I investigator determines an incident occurred, while not an illegal sex act with a student or sexual exploitation of a student, but where the employee engaged in inappropriate, intentional sexual behavior, further investigation is warranted. If further investigation is warranted, the Level I investigator may proceed to interview the employee and other individuals who may have knowledge of the circumstances contained in the report. Prior to interviewing other individuals who may have knowledge of the circumstance contained in the report, the Level I investigator shall provide notice of the impending interview of student witnesses or the student who is in pre-kindergarten through grade six, to their parent, guardian, or legal custodian, and may provide notice to the parent or guardian of older students, prior to interviewing those students. The Level I investigator shall if founded, arrange for the Level II investigator to further investigate the allegations.
Within fifteen (15) days of receipt of the report or notice of alleged sexual abuse, the Level I investigator shall complete a written investigative report unless the investigation was temporarily deferred. The written investigative report shall include:
1. The name, age, address and attendance center of the student named in the report.
2. The name and address of the student’s parent or guardian and the name and address of the person filing the report, if different from the student’s parent or
guardian.
3. The name and work address of the school employee named in the report as allegedly responsible for the abuse of the student.
4. An identification of the nature, extent and cause, if know, of any injuries or abuse to the student named in the report.
5. A general review of the investigation.
6. Any actions taken for the protection and safety of the student.
7. A statement that, in the investigator’s opinion, the allegations in the report are either:
• Unfounded. (It is not likely that an incident, as defined in these rules, took place), or
• Founded. (It is likely that an incident took place.)
8. The disposition or current status of the investigation.
9. A listing of the options available to the parents or guardian of the student to pursue the allegations. These options include, but are not limited to:
• Contacting law enforcement officials.
• Contacting private counsel for the purpose of filing a civil suit or complaint.
• Filing a complaint with the board of educational examiners if the school employee is licensed.
The investigator shall retain the original and provide a copy of the investigative report to the school employee named in the report, the school employee’s supervisor and the named student’s parent or guardian. The person filing the report, if not the student’s parent or guardian, shall be notified only that the Level I investigation has been concluded and of the disposition or anticipated disposition of the case.
If the allegations are founded, the Level I investigation shall refer the case to the Level II investigator. The Level II investigator shall review the Level I investigator’s final investigative report and conduct further investigation if necessary. The Level II investigative report shall state conclusively as to the occurrence of the alleged incident, conclusively as to the nature of the sexual abuse and recommendations regarding the need for further investigation. Upon completion of the Level II investigation, the Level I investigator shall forward copies of the Level II investigative report to the employee, the employee’s immediate supervisor and the student’s parent. The Level I investigator shall notify the person filing the report of the current status of the case.
If the Level II investigator’s report or law enforcement officials conclude sexual abuse occurred, or the employee admits the violation, or the employee has surrendered the employee’s certificate or license, the Level I investigator shall file a complaint on behalf of the district after obtaining the superintendent’s signature with the State Board of Educational Examiners. The Level I investigator shall also arrange for counseling services for the student if the student or student’s parents request counseling services.
In cases involving founded physical or sexual abuse by a licensed employee, the board shall notify the Board of Educational Examiners. Information of unfounded abuse at Level I or Level II shall not be kept in the employee’s personnel file. If the Level I investigative report is founded but Level II is unfounded, the Level I report shall be removed from the employee’s permanent file.
It shall be the responsibility of the board to annually identify a Level I and Level II investigator. The board shall also designate annually an alternate Level I investigator, preferably of the opposite sex of the designated Level I investigator, to whom reports may also be made. The names and telephone numbers of the Level I investigator and the alternate Level I investigator shall be included in employee handbooks, student handbooks, annually published in the local newspaper, and prominently displayed in all school buildings.
Adopted: 11/20/89
Reviewed: 04/12/21
402.4 - Gifts to Employees
402.4 - Gifts to EmployeesEmployees may receive a gift on behalf of the school district. Employees will not, either directly or indirectly, solicit, accept or receive any gift, series of gifts or an honorarium unless the donor does not meet the definition of "restricted donor" stated below or the gift or honorarium does not meet the definition of gift or honorarium stated below.
A "restricted donor" is defined as a person or other entity which:
- Is seeking to be, or is a party to, any one or any combination of sales, purchases, leases or contracts to, from or with the school district;
- Will be directly and substantially affected financially by the performance or nonperformance of the employee's official duty in a way that is greater than the effect on the public generally or on a substantial class of persons to which the person belongs as a member of a profession, occupation, industry or region; or
- Is a lobbyist or a client of a lobbyist with respect to matters within the school district's jurisdiction.
A "gift" is the giving of anything of value in return for which something of equal or greater value is not given or received. However, "gift" does not include any of the following:
- Contributions to a candidate or a candidate's committee;
- Information material relevant to an employee's official function, such as books, pamphlets, reports, documents, periodicals or other information that is recorded in a written, audio or visual format;
- Anything received from a person related within the fourth degree by kinship or marriage, unless the donor is acting as an agent or intermediary for another person not so related;
- An inheritance;
- Anything available or distributed to the general public free of charge without regard to the official status of the employee;
- Items received from a charitable, professional, educational or business organization to which the employee belongs as a dues paying member if the items are given to all members of the organization without regard to an individual member's status or positions held outside of the organization and if the dues paid are not inconsequential when compared to the items received;
- Actual expenses of an employee for food, beverages, travel and lodging for a meeting, which is given in return for participation in a panel or speaking engagement at the meeting when the expenses relate directly to the day or days on which the employee has participation or presentation responsibilities;
- Plaques or items of negligible resale value given as recognition for public service;
- Nonmonetary items with a value of less than three dollars that are received from any one donor during one calendar day;
- Items or services solicited or given to a state, national or regional organization in which the state of Iowa or a school district is a member for purposes of a business or educational conference, seminar or other meeting or solicited by or given for the same purposes to state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees for purposes of a business or educational conference, seminar or other meeting;
- Funeral flowers or memorials to a church or nonprofit organization;
- Gifts other than food, beverages, travel and lodging received by an employee which are received from a person who is a citizen of a country other than the United States and is given during a ceremonial presentation or as a result of a custom of the other country and is of personal value only to the employee
- Gifts which are given to an employee for the employee's wedding or twenty-fifth or fiftieth wedding anniversary;
- Items or services received by members or representatives of members as part of a regularly scheduled event that is part of a business or educational conference, seminar or other meeting that is sponsored and directed by any state, national or regional government organization in which the state of Iowa or a political subdivision of the state of Iowa is a member or received at such an event by members or representatives of members of state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees;
- Payment of salary or expenses by the school district for the cost of attending a meeting of a subunit of an agency when the employee whose expenses are being paid serves on a board, commission, committee, council or other subunit of the agency and the employee is not entitled to receive compensation or reimbursement of expenses from the school district for attending the meeting; or
- Actual registration costs for informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions. The costs of food, drink, lodging and travel are not "registration costs" under this paragraph. Meetings or sessions which a public official or public employee attends for personal or professional licensing purposes are not "informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions" under this paragraph.
An "honorarium" is anything of value that is accepted by, or on behalf of, an employee as consideration for an appearance, speech or article. An honorarium does not include any of the following:
- Actual expenses of an employee for registration, food, beverages, travel or lodging for a meeting, which is given in return for participation in a panel or speaking engagement at a meeting when the expenses relate directly to the day or days on which the employee has participation or presentation responsibilities;
- A nonmonetary gift or series of nonmonetary gifts donated within thirty days to a public body, an educational or charitable organization or the Iowa department of general services; or
- A payment made to an employee for services rendered as part of a private business, trade or profession in which the employee is engaged if the payment is commensurate with the actual services rendered and is not being made because of the person's status as an employee of the district, but, rather, because of some special expertise or other qualification.
It is the responsibility of each employee to know when it is appropriate to accept or reject gifts or an honorarium.
Legal References: Iowa Code ch. 68B (2009).
1972 Op. Att'y Gen. 276.
1970 Op. Att'y Gen. 319.
Cross References: 217 Gifts to Board of Directors
401.2 Employee Conflict of Interest
704.4 Gifts-Grants-Bequests
Adopted: 12/21/09
Reviewed: 04/12/21
402.5-Required Professional Development for Employees
402.5-Required Professional Development for EmployeesCode No. 402.5
REQUIRED PROFESSIONAL DEVELOPMENT FOR EMPLOYEES
Appropriate training and professional development of all employees is crucial to the success of all students. The district will provide professional development opportunities appropriate to the duties of school employees.
For all professional development programs the district requires employees to take, the district will provide to the employee notice indicating the section of the law, or rules adopted by the state board of education or board of educational examiners that the district determines requires the employee to participate in the professional development program.
Cross Reference: 302.6 Superintendent Professional Development
303.7 Administrator Professional Development
408.1 Licensed Employee Professional Development
Adopted: 08/15/2023
Reviewed:
Revised:
403 - Employees' Health and Well-Being
403 - Employees' Health and Well-Being dawn.gibson.cm… Sun, 07/11/2021 - 12:48403.1 - Physical Examinations of Licensed Personnel
403.1 - Physical Examinations of Licensed PersonnelWhen an employee becomes seriously injured on the job, the employee’s supervisor will attempt to notify a member of the family, or an individual of close relationship, as soon as the employee’s supervisor becomes aware of the injury.
If possible, an employee may administer emergency or minor first aid. An injured employee will be turned over to the care of the employee's family or qualified medical employees as quickly as possible. The school district is not responsible for medical treatment of an injured employee.
It is the responsibility of the employee injured on the job to inform the superintendent within twenty-four hours of the occurrence. It is the responsibility of the employee's immediate supervisor to file an accident report within twenty-four hours after the employee reported the injury.
It is the responsibility of the board secretary to file worker’s comp claims.
Legal Reference: Iowa Code §§ 85; 279.40; 613.17 (2009).
1972 Op. Att'y Gen. 177.
Cross Reference: 403 Employees' Health and Well-Being
409.2 Licensed Employee Personal Illness Leave
414.2 Classified Employee Personal Illness Leave
Adopted: 12/21/09
Reviewed: 05/17/2021
403.2 - Employee Injury on the Job
403.2 - Employee Injury on the JobWhen an employee becomes seriously injured on the job, the employee’s supervisor will attempt to notify a member of the family, or an individual of close relationship, as soon as the employee’s supervisor becomes aware of the injury.
If possible, an employee may administer emergency or minor first aid. An injured employee will be turned over to the care of the employee's family or qualified medical employees as quickly as possible. The school district is not responsible for medical treatment of an injured employee.
It is the responsibility of the employee injured on the job to inform the superintendent within twenty-four hours of the occurrence. It is the responsibility of the employee's immediate supervisor to file an accident report within twenty-four hours after the employee reported the injury.
It is the responsibility of the board secretary to file worker’s comp claims.
Legal Reference: Iowa Code §§ 85; 279.40; 613.17 (2009).
1972 Op. Att'y Gen. 177.
Cross Reference: 403 Employees' Health and Well-Being
409.2 Licensed Employee Personal Illness Leave
414.2 Classified Employee Personal Illness Leave
Adopted: 12/21/09
Reviewed: 05/17/2021
403.3 - Communicable Diseases - Employees
403.3 - Communicable Diseases - EmployeesEmployees with a communicable disease will be allowed to perform their customary employment duties provided they are able to perform the essential functions of their position and their presence does not create a substantial risk of illness or transmission to students or other employees. The term "communicable disease" will mean an infectious or contagious disease spread from person to person, or animal to person, or as defined by law.
Prevention and control of communicable diseases is included in the school district's bloodborne pathogens exposure control plan. The procedures will include scope and application, definitions, exposure control, methods of compliance, universal precautions, vaccination, post-exposure evaluation, follow-up, communication of hazards to employees and record keeping. This plan is reviewed annually by the superintendent and school nurse.
The health risk to immunodepressed employees is determined by their personal physician. The health risk to others in the school district environment from the presence of an employee with a communicable disease is determined on a case-by-case basis by the employee's personal physician, a physician chosen by the school district or public health officials.
Health data of an employee is confidential and it will not be disclosed to third parties. Employee medical records are kept in a file separate from their personal file.
It is the responsibility of the superintendent, in conjunction with the school nurse, to develop administrative regulations stating the procedures for dealing with employees with a communicable disease.
Legal Reference:
29 U.S.C. §§ 794, 1910 .
42 U.S.C. §§ 12101 et seq. .
45 C.F.R. Pt. 84.3 .
Iowa Code chs. 139(a); 141(a) .
641 I.A.C. .1, .2, .7
Cross Reference: 401.5 Employee Records
403.1 Employee Physical Examinations
507.3 Communicable Diseases - Students
Adopted: 02/17/20/20
Reviewed: 05/17/2021
Revised:
403.3R1
403.3R1Communicable Diseases-Employees-Regulation
Code No. 403.3R1
Universal precautions (UP) are intended to prevent transmission of infection, as well as decrease the risk of exposure for employees and students. It is not currently possible to identify all infected individuals, thus precautions must be used with every individual. UP pertain to blood and other potentially infectious materials (OPIM) containing blood. These precautions do not apply to other body fluids and wastes (OBFW) such as saliva, sputum, feces, tears, nasal secretions, vomitus and urine unless blood is visible in the material. However, these OBFW can be sources of other infections and should be handled as if they are infectious. The single most important step in preventing exposure to and transmission of any infection is anticipating potential contact with infectious materials in routine as well as emergency situations. Based on the type of possible contact, employees and students should be prepared to use the appropriate precautions prior to the contact. Diligent and proper hand washing, the use of barriers, appropriate disposal of waste products and needles, and proper decontamination of spills are essential techniques of infection control. All individuals should respond to situations practicing UP followed by the activation of the school response team plan. Using common sense in the application of these measures will enhance protection of employees and students.
Hand Washing
Proper hand washing is crucial to preventing the spread of infection. Textured jewelry on the hands or wrists should be removed prior to washing and kept off until completion of the procedure and the hands are rewashed. Use of running water, lathering with soap and using friction to clean all hand surfaces is key. Rinse well with running water and dry hands with paper towels.
• Hands should be washed before physical contact with individuals and after contact is completed.
• Hands should be washed after contact with any used equipment.
• If hands (or other skin) come into contact with blood or body fluids, hands should be washed immediately before touching anything else.
• Hands should be washed whether gloves are worn or not and, if gloves are worn, after the gloves are removed.
Barriers
Barriers anticipated to be used at school include disposable gloves, absorbent materials and resuscitation devices. Their use is intended to reduce the risk of contact with blood and body fluids as well as to control the spread of infectious agents from individual to individual. Gloves should be worn when in contact with blood, OPIM or OBFW. Gloves should be removed without touching the outside and disposed of after each use.
Disposal of Waste
Blood, OPIM, OBFW, used gloves, barriers and absorbent materials should be placed in a plastic bag and disposed of in the usual procedure. When the blood or OPIM is liquid, semi-liquid or caked with dried blood, it is not absorbed in materials, and is capable of releasing the substance if compressed, special disposal as regulated waste is required. A band aid, towel, sanitary napkin or other absorbed waste that does not have the potential of releasing the waste if compressed would not be considered regulated waste. It is anticipated schools would only have regulated waste in the case of a severe incident. Needles, syringes and other sharp disposable objects should be placed in special puncture-proof containers and disposed of as regulated waste. Bodily wastes such as urine, vomitus or feces should be disposed of in the sanitary sewer system.
Clean up
Spills of blood and OPIM should be cleaned up immediately. The employee should:
• Wear gloves.
• Clean up the spill with paper towels or other absorbent material.
• Use a solution of one part household bleach to one hundred parts of water (1:100) or other EPA-approved disinfectant and use it to wash the area well.
• Dispose of gloves, soiled towels and other waste in a plastic bag.
• Clean and disinfect reusable supplies and equipment.
Laundry
Laundry with blood or OPIM should be handled as little as possible with a minimum of agitation. It should be bagged at the location. If it has the potential of releasing the substance when compacted, regulated waste guidelines should be followed. Employees who have contact with this laundry should wear protective barriers.
Exposure
An exposure to blood or OPIM through contact with broken skin, mucous membrane or by needle or sharp stick requires immediate washing, reporting and follow-up.
• Always wash the exposed area immediately with soap and water.
• If a mucous membrane splash (eye or mouth) or exposure of broken skin occurs, irrigate or wash the area thoroughly.
• If a cut or needle stick injury occurs, wash the area thoroughly with soap and water.
The exposure should be reported immediately, the parent or guardian is notified, and the person exposed contacts a physician for further health care.
I.C. Iowa Code :Iowa Code § 139A, § 141A,641 I.A.C.,29 U.S.C. §§ 794, 42 U.S.C. § 12101,45 C.F.R. Pt. 84.3 Public Welfare - Nondiscrimination on Basis of Handicap/Programs
Cross References: 401.05 Employee Records401.05-R(1) Employee Records - Regulation
403.01 Employee Physical Examinations
507.03 Communicable Diseases - Students
907 District Operation During Public Emergencies
907-R(1) District Operation During Public Emergencies - Regulation
Adopted: 06/26/2023
Reviewed:
Revised:
403.3E1-Hepatitis B Vaccine Information and Record
403.3E1-Hepatitis B Vaccine Information and RecordCode No. 403.3E1
Page 1 of 4
HEPATITIS B VACCINE INFORMATION AND RECORD
The Disease
Hepatitis B is a viral infection caused by the Hepatitis B virus (HBV) which causes death in 1-2% of those infected. Most people with HBV recover completely, but approximately 5-10% become chronic carriers of the virus. Most of these people have no symptoms, but can continue to transmit the disease to others. Some may develop chronic active hepatitis and cirrhosis. HBV may be a causative factor in the development of liver cancer. Immunization against HBV can prevent acute hepatitis and its complications.
The Vaccine
The HBV vaccine is produced from yeast cells. It has been extensively tested for safety and effectiveness in large scale clinical trials.
Approximately 90 percent of healthy people who receive two doses of the vaccine and a third dose as a booster achieve high levels of surface antibody (anti-HBs) and protection against the virus. The HBV vaccine is recommended for workers with potential for contact with blood or body fluids. Full immunization requires three doses of the vaccine over a six-month period, although some persons may not develop immunity even after three doses.
There is no evidence that the vaccine has ever caused Hepatitis B. However, persons who have been infected with HBV prior to receiving the vaccine may go on to develop clinical hepatitis in spite of immunization.
Dosage and Administration
The vaccine is given in three intramuscular doses in the deltoid muscle. Two initial doses are given one month apart and the third dose is given six months after the first.
Possible Vaccine Side Effects
The incidence of side effects is very low. No serious side effects have been reported with the vaccine. Ten to 20 percent of persons experience tenderness and redness at the site of injection and low grade fever. Rash, nausea, joint pain, and mild fatigue have also been reported. The possibility exists that other side effects may be identified with more extensive use.
IASB POLICY REFERENCE MANUAL © 2014
Code No. 403.3E1
Page 2 of 4
HEPATITIS B VACCINE INFORMATION AND RECORD
CONSENT FORM OF HEPATITIS B VACCINATION
I have knowledge of Hepatitis B and the Hepatitis B vaccination. I have had an opportunity to ask questions of a qualified nurse or physician and understand the benefits and risks of Hepatitis B vaccination. I understand that I must have three doses of the vaccine to obtain immunity. However, as with all medical treatment, there is no guarantee that I will become immune or that I will not experience side effects from the vaccine. I give my consent to be vaccinated for Hepatitis B.
Signature of Employee (consent for Hepatitis B vaccination)
Date
Signature of Witness
Date
REFUSAL FORM OF HEPATITIS B VACCINATION
I understand that due to my occupational exposure to blood or other potentially infectious materials I may be at risk of acquiring the Hepatitis B virus infection. I have been given the opportunity to be vaccinated with Hepatitis B vaccine at no charge to myself. However, I decline the Hepatitis B vaccination at this time. I understand that by declining this vaccine, I continue to be at risk of acquiring Hepatitis B, a serious disease. If in the future I continue to have occupational exposure to blood or other potentially infectious materials and I want to be vaccinated with the Hepatitis B vaccine, I can receive the vaccination series at no charge to me.
Signature of Employee (refusal for Hepatitis B vaccination)
Date
Signature of Witness
Date
I refuse because I believe I have (check one)
started the series completed the series
IASB POLICY REFERENCE MANUAL © 2014
Code No. 403.3E1
Page 3 of 4
HEPATITIS B VACCINE INFORMATION AND RECORD
RELEASE FORM FOR HEPATITIS B MEDICAL INFORMATION
I hereby authorize (individual or organization holding Hepatitis B records and
address) to release to the Community School District, my Hepatitis B vaccination
records for required employee records.
I hereby authorize release of my Hepatitis B status to a health care provider, in the event of an exposure incident.
Signature of Employee
Date
Signature of Witness
Date
IASB POLICY REFERENCE MANUAL © 2014
Code No. 403.3E1
Page 4 of 4
HEPATITIS B VACCINE INFORMATION AND RECORD
CONFIDENTIAL RECORD
Employee Name (last, first, middle)
Social Security No.
Job Title:
Hepatitis B Vaccination Date
Lot Number
Site
Administered by
1
2
3
Additional Hepatitis B status information:
Post-exposure incident: (Date, time, circumstances, route under which exposure occurred)
Identification and documentation of source individual:
Source blood testing consent:
Description of employee's duties as related to the exposure incident:
Copy of information provided to health care professional evaluating an employee after an exposure incident:
Attach a copy of all results of examinations, medical testing, follow-up procedures, and health care professional's written opinion.
Training Record: (date, time, instructor, location of training summary)
403.4 - Hazardous Chemical Disclosure
403.4 - Hazardous Chemical Disclosure
Code No. 403.4
HAZARDOUS CHEMICAL DISCLOSURE
The board authorizes the development of a comprehensive hazardous chemical communication program for the school district to disseminate information about hazardous chemicals in the workplace.
Each employee will annually review information about hazardous substances in the workplace. When a new employee is hired or transferred to a new position or work site, the information and training, if necessary, is included in the employee's orientation. When an additional hazardous substance enters the workplace, information about it is distributed to all employees, and training is conducted for the appropriate employees. The superintendent will maintain a file indicating which hazardous substances are present in the workplace and when training and information sessions take place.
Employees who will be instructing or otherwise working with students will disseminate information about the hazardous chemicals with which they will be working as part of the instructional program.
It is the responsibility of the superintendent to develop administrative regulations regarding this program.
Legal Reference: 29 C.F.R. Pt. 1910; 1200 et seq. .
Iowa Code chs. 88; 89B .
Cross Reference:
804.4 Asbestos Containing Material
Adopted: 07/17/1989
Reviewed: 05/15/2023
Revised: 02/17/2020
403.5 - Substance-Free Workplace
403.5 - Substance-Free WorkplaceThe board expects the school district and its employees to remain substance free. No employee will unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of, in the workplace, any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance or alcoholic beverage as defined by federal or state law. "Workplace" includes school district facilities, school district premises or school district vehicle, also includes nonschool property if the employee is at any school-sponsored, school-approved or school-related activity, event or function, such as field trips or athletic events where students are under the control of the school district or where the employee is engaged in school business.
If an employee is convicted of a violation of any criminal drug offense committed in the workplace, the employee will notify the employee's supervisor of the conviction within five days of the conviction.
The superintendent will make the determination whether to require the employee to undergo substance abuse treatment or to discipline the employee. An employee who violates the terms of this policy may be subject to discipline up to and including termination. [An employee who violates this policy may be required to successfully participate in a substance abuse treatment program approved by the board.] If the employee fails to successfully participate in a program, the employee may be subject to discipline up to and including termination.
The superintendent is responsible for publication and dissemination of this policy to each employee. In addition, the superintendent will oversee the establishment of a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment programs.
It is the responsibility of the superintendent to develop administrative regulations to implement this policy.
NOTE: This is a federally mandated policy and is in compliance with federal law. There is an option in the third paragraph that allows the board to require the employee to complete a treatment program. This option is not a federal requirement but may be added by the board. If this sentence is left in the policy, corresponding changes need to be made in the accompanying regulation and exhibits.
Legal Reference: 41 U.S.C. §§ 701-707 (2006).
42 U.S.C. §§ 12101 et seq. (2006).
34 C.F.R. Pt. 85 (2006).
Iowa Code §§ 123.46; 124; 279.8 (2009).
Cross Reference: 404 Employee Conduct and Appearance
Adopted: 12/21/09
Reviewed: 05/17/21
403.5E1 - Substance-Free Workplace Notice to Employees
403.5E1 - Substance-Free Workplace Notice to EmployeesEMPLOYEES ARE HEREBY NOTIFIED it is a violation of the Substance-Free Workplace policy for an employee to unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance or alcohol, as defined in Schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21 C.F.R. 1300.11 through 1300.15 and Iowa Code Chapter 204.
"Workplace" is defined as the site for the performance of work done in the capacity as an employee. This includes school district facilities, other school premises or school district vehicles. Workplace also includes non-school property if the employee is at any school-sponsored, school-approved or school-related activity, event or function, such as field trips or athletic events where students are under the control of the school district or where the employee is engaged in school business.
The superintendent retains the discretion to discipline an employee for violation of the Substance-Free Workplace policy up to and including termination. If the employee fails to successfully participate in such a program the employee is subject to discipline up to and including termination.
EMPLOYEES ARE FURTHER NOTIFIED it is a condition of their continued employment that they comply with the above policy of the school district and will notify their supervisor of their conviction of any criminal drug statute for a violation committed in the workplace, no later than five days after the conviction.
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I, , have read and understand the Substance-Free Workplace policy. I understand that if I violate the Substance-Free Workplace policy, I may be subject to discipline up to and including termination [or I may be required to participate in a substance abuse treatment program]. If I fail to successfully participate in a substance abuse treatment program, I understand I may be subject to discipline up to and including termination. I understand that if I am required to participate in a substance abuse treatment program and I refuse to participate, I may be subject to discipline up to and including termination. I also understand that if I am convicted of a criminal drug offense committed in the workplace, I must report that conviction to my supervisor within five days of the conviction.
(Signature of Employee) |
|
(Date) |
Adopted: 11/20/89
Reviewed: 05/17/21
Revised: 12/17/07
403.5R1 - Substance-Free Workplace Regulation
403.5R1 - Substance-Free Workplace RegulationA superintendent who suspects an employee has a substance abuse problem shall follow these procedures:
- Identification - the superintendent shall document the evidence the superintendent has which leads the superintendent to conclude the employee has violated the Substance-Free Workplace policy. After the superintendent has determined there has been a violation of the Substance-Free Workplace policy, the superintendent shall discuss the problem with the employee.
- Discipline - if, after the discussion with the employee, the superintendent determines there has been a violation of the Substance-Free Workplace policy, the superintendent may recommend discipline up to and including termination and/or may recommend the employee seek substance abuse treatment. Participation in a substance abuse treatment program is voluntary.
- Failure to Participate in Referral - if the employee refuses to participate in a required substance abuse treatment program or if the employee does not successfully complete a required substance abuse treatment program, the employee may be subject to discipline up to and including termination.
- Conviction - if an employee is convicted of a criminal drug offense committed in the workplace, the employee must notify the employer of the conviction within five (5) days of the conviction.
Adopted: 03/15/99
Reviewed: 05/17/21
403.6 - Drug and Alcohol Testing Program
403.6 - Drug and Alcohol Testing ProgramEmployees who operate school vehicles are subject to drug and alcohol testing if a commercial driver's license is required to operate the school vehicle and the school vehicle transports sixteen or more persons including the driver or the school vehicle weighs twenty-six thousand one pounds or more. For purposes of the drug and alcohol testing program, the term "employees" includes applicants who have been offered a position to operate a school vehicle.
The employees operating a school vehicle as described above are subject to pre-employment drug testing and random, reasonable suspicion and post-accident drug and alcohol testing. Employees operating school vehicles will not perform a safety-sensitive function within four hours of using alcohol. Employees governed by this policy are subject to the drug and alcohol testing program beginning the first day they operate or are offered a position to operate school vehicles and continue to be subject to the drug and alcohol testing program as long as they may be required to perform a safety-sensitive function as it is defined in the administrative regulations. Employees with questions about the drug and alcohol testing program may contact the school district nurse or transportation director.
Employees who violate the terms of this policy are subject to discipline, up to and, including termination. The district is required to keep a record of all drug or alcohol violations by employees for a minimum of five years. Employees are put on notice that information related to drug or alcohol violations will be reported to the Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse. Additionally, the district will conduct FMCSA Clearinghouse queries for employees annually. Employees must provide written consent for the district to conduct FMCSA Clearinghouse queries; however, employees who choose to withhold consent will be prohibited from performing any safety sensitive functions
Employees who violate this policy bear the personal and financial responsibility, as a condition of continued employment, to successfully participate in a substance abuse evaluation and a substance abuse treatment program recommended by the substance abuse professional. Employees who fail to or refuse to successfully participate in a substance abuse evaluation or recommended substance abuse treatment program may be subject to discipline up to and including termination.
It is the responsibility of the superintendent to develop administrative regulations to implement this policy in compliance with the law. The superintendent or designee will inform applicants of the requirement for drug and alcohol testing in notices or advertisements for employment.
The superintendent or designee will also be responsible for publication and dissemination of this policy and supporting administrative regulations and forms to employees operating school vehicles. The superintendent or designee will also oversee a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment resources and programs.
IASB Drug and Alcohol Testing Program (IDATP) Web site: http://www.ia-sb.org/MemberBenefits.aspx?id=304
Legal Reference: American Trucking Association, Inc., v. Federal Highway Administration, 51 Fed. 3rd 405 (4th Cir. 1995).
49 U.S.C. §§ 5331 et seq.
42 U.S.C. §§ 12101
41 U.S.C. §§ 701-707
49 C.F.R. Pt. 40; 382; 391.81-123
34 C.F.R. Pt. 85
Local 301, Internat'l Assoc. of Fire Fighters, AFL-CIO, and City of Burlington, PERB No. 3876 (3-26-91).
Iowa Code §§ 124; 279.8; 321.375(2); 730.5.
Cross Reference: 403.5 Substance-Free Workplace
409.2 Licensed Employee Personal Illness Leave
414.2 Classified Employee Personal Illness Leave
Adopted: 07/23/12
Reviewed: 05/17/2021
Revised: 02/17/2020
403.6E1 - Drug and Alcohol Testing Program Notice to Employees
403.6E1 - Drug and Alcohol Testing Program Notice to EmployeesEMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE HEREBY NOTIFIED they are subject to the school district's drug and alcohol testing program for pre-employment drug testing and random, reasonable suspicion and post-accident drug and alcohol testing as outlined in the Drug and Alcohol Testing Program policy, its supporting documents and the law.
Employees who operate school vehicles are subject to drug and alcohol testing if a commercial driver's license is required to operate the school vehicle and the school vehicle transports sixteen or more persons including the driver or the school vehicle weighs twenty-six thousand, one pounds or more. For purposes of the drug and alcohol testing program, "employees" also includes applicants who have been offered a position to operate a school vehicle. The employees operating a school vehicle are subject to the drug and alcohol testing program beginning the first day they operate or are offered a position to operate a school vehicle and continue to be subject to the drug and alcohol testing program.
It is the responsibility of the superintendent to inform employees of the drug and alcohol testing program requirements. Employees with questions regarding the drug and alcohol testing requirements will contact the school district contact person.
EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER NOTIFIED that employees violating this policy, its supporting documents or the law may be subject to discipline up to and including termination. Should the board not seek termination, the employees who violate this policy bear the personal and financial responsibility, as a condition of continued employment, to successfully participate in a substance abuse evaluation and a substance abuse treatment program recommended by a substance abuse professional. Employees who fail to or refuse to successfully participate in a substance abuse evaluation or recommended substance abuse treatment program may be subject to discipline up to and including termination.
EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER NOTIFIED that information related to drug or alcohol violations will be reported to the Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse.
EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER NOTIFIED it is a condition of their continued employment to comply with the Drug and Alcohol Testing Program policy, its supporting documents and the law. It is a condition of continued employment for employees operating a school vehicle to notify their supervisor of any prescription medication they are using. Drug and alcohol testing records about a driver are confidential and are released in accordance with this policy, its supporting documents or the law.
Adopted: 07/23/12
Reviewed: 05/17/21
Revised: 02/17/2020
403.6E2 - Drug & Alcohol Program and Pre-Employment Testing Acknowledgement Form
403.6E2 - Drug & Alcohol Program and Pre-Employment Testing Acknowledgement FormI, ____________________________, (Name of Employee), have received a copy, read and understand the Drug and Alcohol Testing Program policy of the ________________________ School District and its supporting documents.
I understand that if I violate the Drug and Alcohol Testing Program policy, its supporting documents or the law, I may be subject to discipline up to and including termination.
I also understand that I must inform my supervisor of any prescription medication I use.
In addition, I have online access to the U.S. DOT publication, “What Employees Need to Know about DOT Drug & Alcohol Testing,” and have read and understand its contents.
Furthermore, I know and understand that I am required to submit to a controlled substance (drug) test, the results of which must be received by this employer before being employed by the school district and before being allowed to perform a safety-sensitive function. I also understand that if the results of the pre-employment test are positive, that I will not be considered further for employment with the school district.
I further understand that drug and alcohol testing records and information about me are confidential, and may be released at my request or in accordance with the district’s drug and alcohol testing program policy, its supporting documents or the law.
__________________________________________________ ________________________
(Signature of Employee) (Date)
Adopted: 07/23/12
Reviewed: 05/17/21
403.6E3 - Drug & Alcohol Program and Pre-Employment Testing Written Consent to Share Information
403.6E3 - Drug & Alcohol Program and Pre-Employment Testing Written Consent to Share InformationI, _________________________, understand that as part of my employment in a position that requires a commercial driver’s license in the Edgewood-Colesburg Community School District, I grant consent for the District to conduct queries of the Federal Motor Carrier Safety Administration (“FMCSA”) Commercial Driver’s License Drug and Alcohol Clearinghouse to determine whether drug or alcohol violation information about me exists in the Clearinghouse. I further consent to the District sharing information related to my drug and alcohol testing results with prior, current and future employers, as well as the FMCSA Clearinghouse in accordance with state and federal laws.
I understand that the District will check and perform queries of my drug and alcohol testing results prior to my employment in any position which requires the use of a commercial driver’s license. I further understand the District will check and perform queries of my testing results annually and is required to report any drug and alcohol violations of this policy to the FMCSA Clearinghouse.
I understand that I am not required to consent to the query of the FMCSA Clearinghouse or the District sharing of drug and alcohol testing information with past, present or future employers or the FMCSA Clearinghouse; but that without my consent I understand I will be prohibited from performing safety sensitive functions, including driving a commercial motor vehicle, as required by FMCSA’s drug and alcohol program regulations.
I hereby give my consent to the District to perform queries of the FMCSA Clearinghouse and share my drug and alcohol testing results with past, present and future employers, as well as the FMCSA Clearinghouse.
__________________________________________________ ________________
(Signature of Employee) (Date)
Adopted: 7/14/2019
Reviewed: 5/17/2021
Revised:
403.7 - Employee Vaccination/Testing for COVID-19
403.7 - Employee Vaccination/Testing for COVID-19Code No. 403.7
Page 1 of 2
EMPLOYEE VACCINATION/TESTING FOR COVID-19
In an effort to comply with federal Occupational Safety and Health Administration requirements, the district is requiring all employees to become fully vaccinated against COVID-19, or in the alternative to produce weekly evidence of negative COVID-19 testing and utilize face coverings at work sites.
Vaccination
All employees are required to become fully vaccinated against COVID-19. Full vaccination occurs when an employee has received both primary COVID-19 vaccination doses, or one single dose if the vaccine only requires one dose, and have waited two weeks following the last dose administered. This requirement will become effective no later than December 6, 2021. Employees who have received full vaccination against COVID-19 must submit proof of vaccination no later than December 6, 2021. Employees who have not received both (if a vaccine requires a 2 dose regimen) primary doses of a COVID-19 vaccine will be required to comply with the testing and face covering requirements of the section below. Employees who have received both primary doses of the COVID-19 vaccine on or before December 6, 2021, but who have not yet passed the two week waiting period for full vaccination efficacy are not required to comply with the testing and face covering requirements of the section below.
Face Coverings and Testing
Beginning December 6, 2021, employees who do not wish to obtain vaccination against COVID-19 must wear face coverings at all times while indoors, in a vehicle, or in another enclosed space as described in detail in procedure 403.7R1. Beginning January 4, 2022, employees who are not fully vaccinated must also provide proof of negative COVID-19 test results every 7 days.
Reasonable Accommodations
The vaccine requirement does not apply to employees for whom a vaccine is medically contraindicated; for whom medical necessity requires a delay in vaccination; or who are legally entitled to a reasonable accommodation due to a disability or sincerely held religious beliefs, practices or observances. If an employee requires accommodation from any other part of the policy for medical or religious reasons, the employee may request one. Qualifying employees will be expected to submit verification of one of these exemptions in order to receive an accommodation.
Employees who fail to abide by the requirements of this policy may face disciplinary action up to and including termination. It is the obligation of the Superintendent to establish appropriate procedures necessary to enforce this policy.
Legal Reference: 29 C.F.R Part 1910.501
42 U.S.C. 12101
42 U.S.C. 2000e
34 C.F.R. pt. 100
34 C.F.R. pt. 104
Iowa Code ch. 216
Cross Reference: 403.3 Communicable Diseases
Approved: 1/4/22
Reviewed
Revised
403.7E1-Employee Personal Attestation of Vaccination Status
403.7E1-Employee Personal Attestation of Vaccination StatusCode No. 403.7E1
EMPLOYEE PERSONAL ATTESTATION OF VACCINATION STATUS
I, ____________________ as an employee of the District do personally attest to the following:
- My vaccination status for COVID-19 is ________________ [fully vaccinated or partially vaccinated].
- To the best of my recollection, I can provide the following information about my vaccination status: ___________________________ [type of vaccine administered, date(s) of administration, name of health care providers and clinic site]
- I have lost proof of my vaccination status and am otherwise unable to provide proof of my vaccination status.
- I declare that this statement about my vaccination status is true and accurate. I understand that knowingly providing false information regarding my vaccination status on this form may subject me to criminal penalties.
___________________________________ ________________________
Employee Date
Approved: 1/4/2022
403.7E2-Medical Accommodation Request Form
403.7E2-Medical Accommodation Request FormCode No. 403.7E2
MEDICAL ACCOMMODATION REQUEST FORM
Date: |
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Employee Name: |
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Email Address: |
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Position/Job Title: |
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Employee Telephone Number: |
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Employment Location: |
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- What is the basis for the medical accommodation that you are requesting?
- What are you requesting an accommodation from?
Item |
Yes/No |
Vaccination for COVID-19 |
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Testing for COVID-19 |
|
Use of Face Coverings |
|
___________________________________ ________________________________
Employee Signature Date
Office Use
This request has been:
______________________________ ________________________________
Approved Denied
_________________________________ ______________________________
Administrator Date
Approved: 1/4/2022
403.7E3-Religous Accommodation Request Form
403.7E3-Religous Accommodation Request FormCode No. 403.7E3
RELIGIOUS ACCOMMODATION REQUEST FORM
Date: |
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Employee Name: |
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Email Address: |
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Position/Job Title: |
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Employee Telephone Number: |
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Employment Location: |
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- Please identify the policy requirement or practice that conflicts with your sincerely held religious observance, practice or belief:
- Please describe the nature of your sincerely held religious beliefs or religious practice or observance that conflict with the policy or practice you have identified above:
- What are you requesting an accommodation from?
Item |
Yes/No |
Vaccination for COVID-19 |
|
Testing for COVID-19 |
|
Use of Face Coverings |
|
|
|
___________________________________ ________________________________
Employee Signature Date
Office Use
This request has been:
______________________________ ________________________________
Approved Denied
_________________________________ ______________________________
Administrator Date
Approved: 1/4/2022
403.7R1-Employee Vaccination-Testing for COVID-19 Regulation
403.7R1-Employee Vaccination-Testing for COVID-19 RegulationCode No. 403.7R1
EMPLOYEE VACCINATION/TESTING FOR COVID-19 REGULATION
Acceptable Proof of Vaccination Status
To satisfy the vaccination requirement within this policy, employees must submit to the Superintendent or Superintendent’s designee acceptable proof of vaccination status no later than December 6, 2021. Acceptable proof of vaccination status includes:
- Immunization records from a healthcare provider or pharmacy;
- A copy of a COVID-19 Vaccination Record Card;
- A copy of medical records documenting immunization;
- A copy of immunization records from a public health, state or tribal immunization information system;
- Any other official documentation that contains the type of vaccine administered, dates of administration, and the name of the administering health provider or clinic;
- If any other records are unavailable a signed and dated personal attestation statement.
Any employee who fails to provide acceptable proof of vaccination status may face disciplinary action up to and including termination.
Record Keeping
The district is required by law to keep a roster of the vaccination status of all employees.
Any records showing proof of employee vaccination status the district maintained prior to November 5, 2021 will be considered sufficient proof of the employee’s vaccination status.
Any records related to an employee’s vaccination status, including the employee vaccination status roster, will be considered confidential employee medical records not subject to public disclosure and stored as employee medical records consistent with law. These records will be maintained by the district for as long as 29 C.F.R. 1910.501 remains in effect.
Testing
Beginning January 4, 2022, employees who are not fully vaccinated must submit proof of negative COVID-19 test results every 7 days. Documentation of negative test results must be provided to the district no later than every 7 days. Employees who are not fully vaccinated and do not report to work for longer than 7 days (ex. an employee on vacation or on leave) must provide documentation of a negative test result upon their return to work. If the employee fails to provide proof of a negative test result, the district must keep the employee removed from the workplace until the negative test result documentation is provided.
Employees who receive a positive COVID-19 test result or have been diagnosed with COVID-19 by a licensed healthcare provider; are not required to produce another test result for 90 days from the date of their positive result.
Positive Test Results
Regardless of vaccination status, employees must report any positive COVID-19 test results or a diagnosis of COVID-19 by a licensed healthcare provider to the district. Any employee so reporting will be immediately removed from the workplace and will stay removed from the workplace until any of the following occur:
- The employee receives a negative result on a COVID-19 nucleic acid amplification test (NAAT) following a positive result on a COVID-19 antigen test if the employees chooses to seek the confirmatory test
- The employee meets the return to work criteria in the CDC’s “Isolation Guidance” listed here: https://www.cdc.gov/coronavirus/2019-ncov/your-health/quarantine-isolation.html
- The employee receives a recommendation to return to work from a licensed healthcare provider.
New Employees
New employees will be subject to the provisions of this policy upon hire as soon as practicable. Within 7 days of hire, new employees will provide proof of their vaccination status to the district in accordance with the requirements of this policy. Unless fully vaccinated, new employees will abide by the testing and face covering requirements of this policy within 7 days of hire.
Leave
As required by 29 C.F.R. 1910.501, the district will provide up to 4 hours of paid leave to cover the time required to travel to and obtain each dose of the primary vaccination for COVID-19. If additional time is required, the employee may use other accrued leave available. The district will also provide reasonable paid sick leave to employees to recover from any effects of each primary dose of COVID-19 vaccine. The district may require employees to use previously accrued paid sick leave first.
Employees Excluded
Employees who work fully remote from the job site; employees working from home; and employees who work exclusively outdoors are excluded from the vaccination, testing and face covering requirements of this policy. Employees fully remote from the job site does not include employees whose work requires them to work off site from the district but in the presence of students or employees of the district. Employees who work exclusively outdoors means those individuals who do not spend any part of their work time indoors.
Face Coverings
Beginning December 5, 2021, face coverings must be worn by all employees who have not provided proof of full vaccination status to the district. Face coverings will be worn when employees are working indoors, in vehicles or other enclosed spaces. Face coverings are not required to be worn when employees are: working alone in a room with floor to ceiling walls and a closed door; verifying identity for security purposes or eating/drinking; when an employee is wearing a respirator or facemask; or where the district can show that the use of a face covering is infeasible or creates a greater hazard. The face covering must fully cover the employee’s nose and mouth; and be replaced when wet, soiled or damaged.
Reporting Requirements of the District
The district will report to OSHA:
- Each work-related COVID-19 fatality within 8 hours of the employer learning about the fatality;
- Each work-related COVID-19 inpatient hospitalization within 24 hours of the employer learning about the inpatient hospitalization.
The district will report to individual employees or anyone having written authorized consent of the employee by the end of the next business day after the request is made:
- Documentation of any COVID-19 test results for that employee;
- The aggregate number of fully vaccinated employees at a workplace along with the total number of employees at that workplace.
The district will provide to the Assistant Secretary of Labor for Occupational Safety and Health, U.S. Department of Labor, or their designee:
- A copy of this policy, and the aggregate number of fully vaccinated employees at a workplace along with the total number of employees at that workplace, to be provided within 4 business hours of the request being made; and
- All other records and supporting documents related to this policy by the end of the next business day of the request being made.
Approved: 1/4/2022
403.7R2-Required Notices to Employees
403.7R2-Required Notices to EmployeesCode No. 403.7R2
REQUIRED NOTICES TO EMPLOYEES
For additional information on COVID-19 vaccine efficacy, safety, and the benefits of being vaccinated, please consult the following document “Key Things to Know About COVID-19 Vaccines” https://www.cdc.gov/coronavirus/2019-ncov/vaccines/keythingstoknow.html
29 C.F.R. 1904.34(b)(1)(iv) prohibits the employer from discharging or in any manner discriminating against an employee for reporting a work-related injury or illness.
11(c) of the Occupational Safety and Health Act prohibits the employer from discriminating against an employee for exercising rights under, or as a result of actions that are required by, this policy. 11(c) also protects employees from retaliation by the employer for filing an occupational safety or health complaint, reporting a work-related injury or illness, or otherwise exercising any rights provided by the OSH Act.
18 U.S.C. 1001 and section 17(g) of the OSH Act provide for criminal penalties associated with knowingly supplying false statements or documentation in accordance with this policy.
Approved: 1/4/2022
404 - Employee Conduct and Appearance
404 - Employee Conduct and AppearanceEmployees are role models for the students who come in contact with them during and after school hours. The board recognizes the positive effect employees can have on students in this capacity. To this end, the board strongly suggests and encourages employees to dress themselves, groom themselves and conduct themselves in a manner appropriate to the educational environment.
Employees will conduct themselves in a professional manner. Employees will dress in attire appropriate for their position. Clothing should be neat, clean, and in good taste. Discretion and common sense call for an avoidance of extremes which would interfere with or have an effect on the educational process.
Licensed employees of the school district, including administrators, will follow the code of ethics for their profession as established by the Iowa Board of Educational Examiners.
Legal Reference: Iowa Code § 279.8 (2011).
282 I.A.C. 13.25, .26.
Cross Reference: 104 Anti-Bullying/Harassment
305 Administrator Code of Ethics
401.11 Employee Orientation
403.5 Substance-Free Workplace
407 Licensed Employee Termination of Employment
413 Classified Employee Termination of Employment
Adopted: 07/23/2012
Reviewed: 05/17/2021
404.R1 - Code of Professional Conduct and Ethics Regulation
404.R1 - Code of Professional Conduct and Ethics Regulationchapter 25
282—25.1(272) Scope of standards.
This code of professional conduct and ethics constitutes mandatory minimum standards of practice for all licensed practitioners as defined in Iowa Code chapter 272. The adherence to certain professional and ethical standards is essential to maintaining the integrity of the education profession.
282—25.2 (272) Definitions. Except where otherwise specifically defined by law:
“Administrative and supervisory personnel” means any licensed employee such as superintendent, associate superintendent, assistant superintendent, principal, associate principal, assistant principal, or other person who does not have as a primary duty the instruction of pupils in the schools.
“Board” means the Iowa board of educational examiners.
“Discipline” means the process of sanctioning a license, certificate or authorization issued by the board.
“Ethics” means a set of principles governing the conduct of all persons governed by these rules.
“Fraud” means knowingly providing false information or representations on an application for licensure or employment, or knowingly providing false information or representations made in connection with the discharge of duties.
“License” means any license, certificate, or authorization granted by the board.
“Licensee” means any person holding a license, certificate, or authorization granted by the board.
“Practitioner” means an administrator, teacher, or other school personnel, who provides educational assistance to students and who holds a license, certificate, or other authorization issued by the board.
“Responsibility” means a duty for which a person is accountable by virtue of licensure.
“Right” means a power, privilege, or immunity secured to a person by law.
“Student” means a person, regardless of age, enrolled in a prekindergarten through grade 12 school, who is receiving direct or indirect assistance from a person licensed by the board.
“Teacher” means any person engaged in the instructional program for prekindergarten through grade 12 children, including a person engaged in teaching, administration, and supervision, and who is required by law to be licensed for the position held.
282—25.3 (272) Standards of professional conduct and ethics.
Licensees are required to abide by all federal, state, and local laws applicable to the fulfillment of professional obligations. Violation of federal, state, or local laws in the fulfillment of professional obligations constitutes unprofessional and unethical conduct which can result in disciplinary action by the board. In addition, it is hereby deemed unprofessional and unethical for any licensee to violate any of the following standards of professional conduct and ethics:
25.3(1) Standard I—conviction of crimes, sexual or other immoral conduct with or toward a student, and child and dependent adult abuse. Violation of this standard includes:
a. Fraud. Fraud in the procurement or renewal of a practitioner’s license.
b. Criminal convictions. The commission of or conviction for a criminal offense as defined by Iowa law or the laws of any other state or of the United States, provided that the offense is relevant to or affects teaching or administrative performance.
(1) Disqualifying criminal convictions. The board shall deny an application for licensure and shall revoke a previously issued license if the applicant or licensee has, on or after July 1, 2002, been convicted of, has pled guilty to, or has been found guilty of the following criminal offenses, regardless of whether the judgment of conviction or sentence was deferred:
1. Any of the following forcible felonies included in Iowa Code section 702.11: child endangerment, assault, murder, sexual abuse, or kidnapping;
2. Any of the following criminal sexual offenses, as provided in Iowa Code chapter 709, involving a child:
● First- , second- or third-degree sexual abuse committed on or with a person who is under the age of 18;
● Lascivious acts with a child;
● Detention in a brothel;
● Assault with intent to commit sexual abuse;
● Indecent contact with a child;
● Sexual exploitation by a counselor;
● Lascivious conduct with a minor; or,
● Sexual exploitation by a school employee;
3. Incest involving a child as prohibited by Iowa Code section 726.2;
4. Dissemination and exhibition of obscene material to minors as prohibited by Iowa Code section 728.2; or,
5. Telephone dissemination of obscene material to minors as prohibited by Iowa Code section 728.15.
(2) Other criminal convictions and founded child abuse. In determining whether a person should be denied a license or whether a licensee should be disciplined based upon any other criminal conviction, including a conviction for an offense listed in 25.3(1)“b”(1) which occurred before July 1, 2002, or a founded report of abuse of a child, the board shall consider:
1. The nature and seriousness of the crime or founded abuse in relation to the position sought;
2. The time elapsed since the crime or founded abuse was committed;
3. The degree of rehabilitation which has taken place since the crime or founded abuse was committed;
4. The likelihood that the person will commit the same crime or abuse again;
5. The number of criminal convictions or founded abuses committed; and,
6. Such additional factors as may in a particular case demonstrate mitigating circumstances or heightened risk to public safety.
c. Sexual involvement or indecent contact with a student. Sexual involvement includes, but is not limited to, the following acts, whether consensual or nonconsensual: fondling or touching the inner thigh, groin, buttocks, anus or breasts of a student; permitting or causing to fondle or touch the practitioner’s inner thigh, groin, buttocks, anus, or breasts; or the commission of any sex act as defined in Iowa Code section 702.17.
d. Sexual exploitation of a minor. The commission of or any conviction for an offense prohibited by Iowa Code section 728.12, Iowa Code chapter 709 or 18 U.S.C. Section 2252A(a)(5)(B).
e. Student abuse. Licensees shall maintain professional relationships with all students, both inside and outside the classroom. The following acts or behavior constitutes unethical conduct without regard to the existence of a criminal charge or conviction:
(1) Committing any act of physical abuse of a student;
(2) Committing any act of dependent adult abuse on a dependent adult student;
(3) Committing or soliciting any sexual or otherwise indecent act with a student or any minor;
(4) Soliciting, encouraging, or consummating a romantic or otherwise inappropriate relationship with a student;
(5) Furnishing alcohol or illegal or unauthorized drugs or drug paraphernalia to any student or knowingly allowing a student to consume alcohol or illegal or unauthorized drugs in the presence of the licensee; or
(6) Failing to report any suspected act of child or dependent adult abuse as required by state law.
25.3(2) Standard II—alcohol or drug abuse. Violation of this standard includes:
a. Being on school premises or at a school-sponsored activity involving students while under the influence of, possessing, using, or consuming illegal or unauthorized drugs or abusing legal drugs.
b. Being on school premises or at a school-sponsored activity involving students while under the influence of, possessing, using, or consuming alcohol.
25.3(3) Standard III—misrepresentation, falsification of information. Violation of this standard includes:
a. Falsifying or deliberately misrepresenting or omitting material information regarding professional qualifications, criminal history, college credit, staff development credit, degrees, academic award, or employment history when applying for employment or licensure.
b. Falsifying or deliberately misrepresenting or omitting material information regarding compliance reports submitted to federal, state, and other governmental agencies.
c. Falsifying or deliberately misrepresenting or omitting material information submitted in the course of an official inquiry or investigation.
d. Falsifying any records or information submitted to the board in compliance with the license renewal requirements imposed under 282—Chapter 17.
e. Falsifying or deliberately misrepresenting or omitting material information regarding the evaluation of students or personnel, including improper administration of any standardized tests, including, but not limited to, changing test answers, providing test answers, copying or teaching identified test items, or using inappropriate accommodations or modifications for such tests.
25.3(4) Standard IV—misuse of public funds and property. Violation of this standard includes:
a. Failing to account properly for funds collected that were entrusted to the practitioner in an educational context.
b. Converting public property or funds to the personal use of the practitioner.
c. Submitting fraudulent requests for reimbursement of expenses or for pay.